Get out of the traditional framework and fast!

Let's face it: recruiting like we did in 2010 simply doesn't work anymore. Forget the tedious processes and job postings devoid of personality... Today, we need to get out of this framework and attract candidates differently. I like to say that we need to think half human resources, half marketing. While some see these disciplines as opposites, I see a great similarity. To attract candidates, you need to communicate like a marketing expert and think like a human resources professional.

So my advice is this: Turn job postings into a text that is enjoyable to read . To do this, use empathy, humor, or anything that can give your job offer personality. Then, once it is written, venture onto social media.

As social media expert and co-founder of Le Bon Plan , Derick Fonseca, mentions:

Here are his tips in quick succession.

1. First impressions count

The image you project as an employer is important to attract the best candidates. You only have one chance to make a good impression. How? Facebook and Google user reviews are a goldmine of information for job seekers. The younger generation of workers has the reflex to investigate, ask for opinions, and consult before making a decision, especially for a job. No doubt they could consult your reviews to find out what kind of employer you are!

For example, let's compare a candidate who is hesitating between two stores. Which team would you like to be part of? To ask the question is to answer it!

Shop #1

Note: 3.1

Customer Reviews

• Disservice

• Unfriendly staff

• I was never looked at

• The place is poorly maintained

• The manager has no empathy

Shop #2

Rating: 4.9

Customer Reviews

• Great experience! Beautiful products!

• Great owners, super welcoming

• The best in their field

• Always impeccable service

• Thanks for the valuable advice

3. A video, why not?

A picture is worth a thousand words, but a video can highlight your dynamism, the work atmosphere and much more. Why not present a job offer and its characteristics in a video by the manager of the position in question? The candidate will already have a face as a reference (which is less stressful!). He will also see that your company is more dynamic and innovative than the others. One more step for you!

Additionally, social platforms prioritize video content by far. It is more engaging and attractive to users, including job seekers. The more you are seen, the more likely you are to receive applications and find the right person for your organization.

4. Relevant... and authentic content!

No more cold content, to fill a position, you have to talk to people. The first thing is to promote the mission and values in a video. It's a winner. I'll share with you a great example from a Lanaudière construction company, STC Acoustique. The results were there. In a few seconds, attention is captured. As one user said: "It makes you want to be part of the team!"

Here are some other ideas for interesting video content topics:

• Talk about your team activities (offsite or lake-to-shoulder)

• A typical day for an employee in a given position

• Presentation of the work environment

5. People first

Job seekers are looking for more than a company, they want a quality of life, a healthy work environment and a golden team. The advice is as follows:

Put your team forward to:

• Position your people as experts

• Mobilize your troops, they will feel involved

• Demonstrate open-mindedness on the part of the organization

• Bring a human side to your business, therefore more attraction

It is also proven that content featuring real people will experience much more engagement and interaction than graphic montages or purchased images (stock photos).

See an example with the client Hachem where the team was put forward, while positioning the organization as experts.

6. Choose the right social platform at the right time

Each social platform has its own DNA, its own objectives. If you are hiring in bulk or have several positions to fill, Facebook could be an interesting way to get applications in large volumes. This platform is by far the most popular. However, be careful, the quality and seriousness of the candidates can be less interesting. There is practically no filter to apply. To reduce the lack of seriousness, consider redirecting to a job offer on your site to force them to make a little extra effort. LinkedIn, Instagram, Tiktok are other social media that can help recruit. However, be sure to understand who you want to attract and which media this target audience visits regularly. You will be in the right place and who knows? You may fill your position.

Tip: Check out the latest socio-demographic data here to find out which platform to use, by clicking here .