10 Effective Strategies to Speed Up Your Recruitment in 2025 (part 2)

Discover 5 advanced strategies for your 2025 recruitments. Learn how to target passive candidates, master social recruiting, and optimize employee referrals. Finalize your plan to recruit the top talents.

Welcome to the second part of our guide dedicated to accelerating your recruitment process. After exploring the first five strategies, we will now look into more bold and targeted approaches.

The following five hacks will help you stand out, attract rare profiles, and finalize your action plan for faster and more relevant hiring in 2025.

6. Questioning the probation period: a bold strategy?

What if one of the major obstacles to hiring was the probationary period itself? Without systematically abolishing it, it might be wise to consider its elimination for certain positions. This is the bold gamble that SAUR (a water management company) took in March 2021 to accelerate its massive recruitment campaigns.

👍 By removing this psychological barrier, the company significantly increased its attractiveness. The initiative, initially tested on specific profiles for a year, was a success and subsequently expanded.

This new approach has prompted recruiters to refine their upfront assessment process to minimize the risk of error. Specifically, the company has recorded a significant reduction in its hiring time and a noticeable decrease in turnover within the first six months.

7. Mastering social recruiting for a direct and mobile approach

The role of social media in recruitment has changed profoundly. The era of the simple link redirecting to a career site is over, especially since more than 60% of job seekers are searching for employment from their smartphones and the Millennial generation represents more than 75% of the workforce.

Visionary groups such as Orange or Thales have embraced this by developing their own mobile recruitment applications (Orange Jobs, Thales World 4U). This allows them to maintain direct and constant contact with talent through notifications on a platform they are proficient in.

Social recruiting involves starting the conversation directly where the candidates are.

→ On LinkedIn, a premium account gives you access to InMail messages, which allow you to directly contact relevant profiles outside of your network.
→ Platforms like WhatsApp allow for the creation of automated qualification processes to filter applications. The goal is to capture the attention of increasingly sought-after candidates by using their preferred communication channels.

8. Unearthing Hidden Talents: The Art of Recruiting Passive Candidates

A proactive recruitment strategy involves looking beyond actively searching candidates to target so-called "passive" profiles.

These professionals, who are not actively seeking to change jobs but remain open to great opportunities, represent a pool of high-quality talent. The major advantage is that they are not overwhelmed with competing offers at the time you approach them.

👍 This approach requires a relational and personalized method. It's less about offering 'another job' than presenting a project and a vision that can generate genuine and lasting interest.

Recruiting passive candidates is a sophisticated method to enhance the diversity and expertise of your teams, giving you a decisive competitive edge in the talent war.

9. Prioritize skills over degrees for fairer recruitment

The myth of the perfect candidate, matching a job description in every way, is persistent. What if, in 2025, you placed more trust in the assessment of actual skills rather than just the reading of a resume?

A degree, no matter how prestigious, does not always guarantee agility and the ability to solve complex problems in today's professional world.

It's not about hiring based on a gut feeling, but rather implementing objective evaluation methods, as the tech sector already does with its technical tests and problem-solving interviews. For other sectors, role-playing, case studies, or online assessment platforms are powerful tools. Team-based recruitment also allows for multiple perspectives, helps avoid biases, and strengthens the objectivity of the process.

10. Turn your employees into ambassadors with an effective referral program

Activate your best talent acquisition channel: your own teams. Their personal and professional networks are a pool of qualified profiles often more aligned with your company culture.

If establishing a referral program is the foundation, an attractive referral bonus is the driving force that ensures the commitment of your employees. Also make sure to facilitate their ambassador role by providing them with ready-to-use and easy-to-share content: clear job descriptions, introductory videos, etc.

Conclusion: From Strategy to Action with an Expert Partner

These ten strategies, from AI to co-optation, make up a comprehensive roadmap for modernizing your recruitment practices. But what to do when time and internal resources are lacking to effectively deploy them?

This is where turning to an expert partner like Jobloom becomes truly meaningful. Seeking our firm's services is not just about outsourcing a task; it's about integrating strategic expertise into your team.

We provide you with in-depth knowledge of the job market, access to exclusive talent pools, and proven processes. Our industry knowledge enables us to understand your unique challenges and develop a customized search strategy to find the candidates who will truly make a difference.

Don't let a complex recruitment process hinder your growth. Contact Jobloom to discuss how we can help you attract and recruit top talent more quickly.

February 15

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Comment digitaliser son recrutement en tant que PME ?

La digitalisation du recrutement est devenue essentielle pour les PME. Cet article vous explique comment :Offrir une expérience candidat fluide et mobile-first.Utiliser votre marque employeur comme levier d’attraction.Éviter les process éclatés grâce à une base centralisée.Automatiser les tâches répétitives pour gagner du temps.Diffuser efficacement vos offres d’emploi.Améliorer la collaboration interne autour du recrutement.Pourquoi digitaliser son recrutement ?Tout est devenu digital. On achète en quelques clics sur Amazon, on réserve ses vacances sur son smartphone… et les candidats s’attendent à la même simplicité quand ils postulent à un emploi.Le parallèle avec l’e-commerce est frappant : près de 3 acheteurs sur 5 abandonnent leur panier en ligne avant de finaliser.Dans le recrutement digital, c’est encore pire. Si le processus n’est pas fluide et pensé mobile, vous perdez vos talents avant même de les rencontrer.Un site carrière classique ne convertit que 0 à 2 % de ses visiteurs en candidats, alors qu’avec une expérience digitale optimisée (SEO, contenu marque employeur, mobile first), ce taux peut être multiplié par 10 et ainsi créer une véritable source d'acquisition des candidats.Digitaliser son recrutement est devenu un enjeu vital pour toute PME qui a besoin de talents.Digitaliser son recrutement avec un funnel de conversion candidat simpleComme en marketing, il faut penser funnel de conversion. Un candidat doit être guidé depuis l’endroit où il se trouve (Google Jobs, LinkedIn, réseaux sociaux, articles, jobboards spécialisés ...) jusqu’à l’acte de candidature.Les 3 étapes clés :Être présent là où se trouvent les candidats.Offrir une expérience sans friction, surtout sur mobile (plus de 90 % des candidatures se font sur smartphone).Permettre de postuler en un clic, via un CV ou un profil LinkedIn.Saviez-vous que 90 % des utilisateurs de LinkedIn en Belgique sont exclusivement sur mobile ?Utiliser sa marque employeurPourquoi un candidat choisirait-il votre PME plutôt qu’une autre société avec un poste et un salaire équivalents ? La réponse tient à votre marque employeur.Celle-ci doit être authentique. On oublie le “bullshit” et les beaux discours marketing : il faut parler vrai.Questions à se poser :Quelle est votre culture de travail ?Quelles sont vos valeurs et votre vision ?Quels projets concrets mènent vos équipes ?Quelles opportunités d’évolution ou formations proposez-vous ?84 % des candidats recherchent des informations sur la marque employeur avant de postuler, et ce chiffre grimpe encore pour les profils pénuriques.Un site carrière vide ou obsolète devient un frein majeur.Pensez aussi à adapter vos contenus selon vos profils cibles : un ouvrier, un ingénieur ou un IT n’auront pas les mêmes attentes ni le même langage.Éviter les process éclatésTrop de PME gèrent encore leurs recrutements via un mélange d’emails, d’Excel, de Dropbox ou Sharepoint. Résultat : des process éclatés et inefficaces.Exemples concrets :Un candidat déjà rencontré est recontacté par erreur.Un profil prometteur est perdu faute de base centralisée.Des retours candidats sont oubliés, ternissant l’image employeurUne base de données centraliséeLa clé de la digitalisation, c’est la centralisation des données.Avec un ATS (Applicant Tracking System), vous créez une base unique qui :Garde l’historique de chaque candidat,Partage les informations entre managers,Permet de constituer un vivier pour de futurs recrutements,Simplifie le rejet ou le suivi automatisé des candidatures.Ainsi, plus de pertes d’informations et un accès instantané à vos talents, même ceux rencontrés par le passé.Digitaliser son recrutement en automatisant les tâches chronophagesLe but n’est pas de remplacer l’humain, mais de libérer du temps.L’automatisation réduit les tâches opérationnelles pour se concentrer sur ce qui compte : la rencontre humaine.Exemples d’automatisations utiles :Création automatique de fiches candidats (lecture CV, compétences, langues, etc.).Envoi de refus automatisés et personnalisés.Relances d’anciennes candidatures.Tri des CV avec extraction des compétences clés.Qualification via formulaires courts.Génération automatique d’annonces, traductions, et contenus pour réseaux sociaux.Diffusion multi-plateformes automatisée.Avec l’IA, ces étapes deviennent encore plus fluides et précises.La diffusion automatisée des offres d'emploiPublier sur LinkedIn, Indeed ou Google Jobs semble simple, mais c’est chronophage.Les candidats sont dispersés sur plusieurs canaux : il faut donc multidiffuser efficacement.Grâce à des outils de multidiffusion, une annonce peut être publiée en un clic sur tous les canaux pertinents.Avantages :Gain de temps considérable.Visibilité maximale auprès des bons candidats.Couverture complète du marché de l’emploi sans effort supplémentaire.Faciliter la communication interneRecruter ne se fait jamais seul. Dans une PME, plusieurs acteurs interviennent : dirigeants, managers, RH…Sans outil central, la communication devient éclatée.Les bénéfices d’un outil centralisé :Notes et évaluations directement sur la fiche candidat.Suivi en temps réel des recrutements.Décisions tracées et transparentes.Résultat : un processus plus collaboratif, rapide et clair — gage de professionnalisme auprès des candidats.Conclusion : digitaliser son recrutement, une nécessité pour les PMENe pas digitaliser son recrutement, c’est perdre ses candidats avant même de les rencontrer.En résumé :Une expérience candidat mobile-first et fluide.Une marque employeur authentique et visible.Une base de données centralisée et intelligente.Des process automatisés pour se concentrer sur l’humain.Digitaliser son recrutement, c’est remettre l’humain au centre.

Je vois l’évolution d’un côté, le potentiel de l’autre. Et je savoure !

À gauche, Charlotte Courtat. Elle a commencé comme junior recruteuse chez Betuned. Aujourd’hui, elle est Product & Account Manager chez Jobloom. Trois ans à apprendre, tester, monter en puissance. Et franchement, quelle montée. Bravo Charlotte ! À droite, Romane Willemart. Elle a commencé cette semaine comme junior en communication digitale. Elle découvre tout, pose plein de questions, observe … et on sent déjà qu’elle ne va pas rester dans l’ombre bien longtemps. Welcome Romane ! Ce genre de photo, c’est plus qu’un cliché d’équipe. C’est un rappel que les talents, ça se révèle avec le temps, la confiance, et un peu d’espace pour oser. Et moi ? Je suis là, à regarder tout ça avec un mélange de fierté, d’admiration… et beaucoup d’enthousiasme pour la suite ! Let's Bloom !

Transforming is not reorganizing: The human survival guide for HR facing radical change.

70% of transformations fail due to the human factor. Discover the HR guide inspired by the RTBF case to successfully drive change and leave no one behind.I'm going to be honest with you. The word "transformation" tires me. It's heard everywhere, in every executive committee, on every PowerPoint slide. The problem? It's been emptied of its meaning. It's been reduced to org charts, processes, and tools. We've forgotten that transforming a company is, above all, about supporting human beings who are losing their bearings.When I spoke with Christine Thiran, HR Director of RTBF, I realized that I was dealing with a leader who had not forgotten. She steered one of the most profound transformations of the Belgian media landscape, not from an ivory tower, but from the trenches, staying close to her teams.His testimony is a powerful antidote to the dehumanization of change. Forget the consultants and complex diagrams. Here are the human lessons of a radical transformation.The initial shock: Accepting and naming the griefImagine the scene. You gather your top 200 executives. People who have built their careers, their professional identity, within an organization they know inside out. And then, you announce the news to them.Christine tells it bluntly: "They announced to all these executives that a large part would have to... they were going to revoke their mandate."The word is out: "withdraw". It's not a "career evolution", it's a loss. A loss of status, of benchmarks, of work relationships built over years. It is precisely at this moment, by denying the emotional impact, that most transformation plans sow the seeds of their own failure.What Christine and her team were smart to do was to name things. Her words are powerful and still resonate with me: "We have done a lot of support programs, grief management because cutting, breaking up teams like that... there is a mourning. It must be acknowledged, even if my boss was annoyed that I talked about it."Talking about "grief" in a corporate setting might seem excessive. Yet, it's exactly what the famous Elisabeth Kübler-Ross Change Curve models. Originally applied to the stages of grief, it perfectly describes the emotional stages an employee goes through when faced with a major change: shock, denial, anger, bargaining, sadness, and finally, acceptance. Ignoring these stages guarantees that resistance will take hold permanently.‍The Change Curve: Understanding the emotional phases of a transformation.‍The cardinal philosophy: "Leave no one behind"In the face of this emotional chaos, a single compass guided the actions of RTBF's HR director. A simple phrase, but one that changes everything."It was just essential not to leave anyone behind. [...] The worst thing is to leave people on the side. They won't understand and they will start to have thoughts that are not positive."This sentence is not just wishful thinking. It's a strategy. It's the belief that the energy spent on supporting each individual is an investment, not a cost. What does that actually mean? Christine explains having "motivated her teams to go out and find people", to understand why an executive hadn't applied for a new position, to ensure that everyone had an exit door or a clear transition path.This approach is the polar opposite of the traditional method that involves announcing the plan and letting people fend for themselves. The result? This figure is not a hunch, but a harsh reality. A seminal study by the Harvard Business Review ("The Hard Side of Change Management") confirms that nearly 70% of transformation initiatives fail.The main reason? Companies focus on the technical aspects (structure, process) and overlook the human element, the "soft side," which is actually the hardest to manage. By not leaving anyone behind, RTBF has not only shown humanity; it has defused the main time bomb of its project.(Source: "The Hard Side of Change Management", Harold L. Sirkin, Perry Keenan, and Alan Jackson, Harvard Business Review, October 2005. URL: https://hbr.org/2005/10/the-hard-side-of-change-management)The Mechanics of Success: Combining Purpose and StructureHaving a philosophy is good. Having a method to apply it is better. The famous John Kotter's 8-step change model provides a perfect framework for understanding the success of RTBF. Even if the company didn't consciously tick each box, the spirit of these key steps is evident in its approach.Here are the 8 steps of Kotter's model:Create a sense of urgency.Form a powerful leading coalition.Develop a vision and a strategy.Communicate the vision for change.Empower employees to take action.Generate short-term wins.Consolidate achievements and generate even more change.Anchor new approaches in the corporate culture.In her testimony, Christine particularly emphasizes the steps 1, 4, and 6. The urgency (the media's survival against new practices), the communication of the vision ("We spent a lot of time explaining the meaning, the why. [...] Having a storytelling that made sense.") and the short-term victories (the promise of internal mobility, initially met with skepticism but proven by the numbers: 146 out of 154 positions filled internally) were the visible pillars of their success.What I take away, as a leader...RTBF's journey is not just a simple reorganization. It's a masterclass on leadership in times of crisis. It reminds us that our role, as HR leaders, is not to draw boxes, but to hold hands. To acknowledge the pain, to set a clear direction, and to never, ever, consider people as a variable to be adjusted.True transformation is not measured by the beauty of the new organizational chart, but by the resilience and trust of the teams that have gone through it.And you, in your transformations, how do you ensure that no one is left behind?Want to go further?This question leads to another, equally crucial one: once the new structure is in place, how can we ensure that the new roles are clear, motivating, and truly aligned with the vision? Because there is a great risk of falling back into old habits with job descriptions that do not reflect the change.Changing roles on paper is one thing. Bringing them to life is another. It's a challenge I face every day. That's why we organize sessions d'introduction à Jobloom, short and interactive. The goal? To show you concretely how to rethink your mission descriptions to turn them into real management and motivation tools.To discover a method and concrete examples, join one of our upcoming sessions. Inspiration is guaranteed.‍

Quand j’ai accouché, on m’a dit : « Il faut tout un village pour élever un enfant. » Aujourd’hui, je peux vous dire qu’il en faut deux pour faire grandir une start-up.

Parce qu'entreprendre, ce n’est pas juste « kiffer sa liberté » et « disrupter des marchés ». C’est se lever avec 1000 idées et se coucher avec 1000 doutes. (Quand on a le luxe de dormir, évidemment). 🙃 Et dans tout ce chaos, on a besoin d'alliés. Des vrais. Nos investisseurs en font partie. Mais je ne parle pas ici d’un chèque et d’un pouce levé en visio chaque trimestre. Je parle de gens qui s'impliquent, qui s'exposent, qui prennent des risques avec toi. Je parle de gens qui : 👉 décryptent tes silences. 👉 te disent ce que tu n’as pas envie d’entendre. 👉 t’aident à transformer une intuition floue en plan d’action clair. Parce que oui, les boards, c’est bien. Mais c’est souvent trop espacé, trop superficiel, trop poli, trop verni. Trop loin du réel. Alors chezJobloom, j'ai voulu faire autrement. On a organisé notre tout premier Investor Day avec des ateliers de réflexion. Et on a travaillé, ensemble. Et franchement ? Cela m'a fait beaucoup de me sentir soutenue et entourée. C’est ça, la smart money pour moi. 😊 Pas juste du cash mais de l’écoute, du cerveau, du temps offert. Le plus dur maintenant ? Faire durer ça. En faire une habitude. Un réflexe collectif. Et amplifier encore la dynamique. À tous ceux qui investissent avec le cœur, la tête et le temps : merci. 🙏 Vous ne financez pas juste des boîtes. Vous aidez à rendre l’impossible… un peu plus possible. Et pour nous, fondateurs… ça change tout. Vraiment.

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Comment digitaliser son recrutement en tant que PME ?

Amélie Alleman invited on LN24: Jobloom at the heart of HR news

Amélie Alleman, founder of Jobloom and Betuned, was recently a guest on the news channel LN24 to discuss the challenges of recruiting in SMEs and how technology can transform the candidate and recruiter experience.During this interview, she reflects on her entrepreneurial journey, the origins of Jobloom, and the challenges that small and medium-sized enterprises face in attracting the right talent in a competitive market. She explains how Jobloom enables SMEs to create a dynamic career page, distribute their job offers with a single click, and manage applications easily thanks to artificial intelligence.A clear, concrete, and inspiring exchange on the future of digitalized recruitment.

The KPIs to follow to assess the effectiveness of your recruitment

Discover the 5 essential KPIs to optimize your recruitment in 2025: conversion rate, recruitment time, quality of applications, cost per hire and candidate satisfaction. Improve your HR process and attract top talent with accurate and actionable data. Download our free guide!Introduction: Why measuring the effectiveness of your recruitment is essential in 2025“If you don't measure, you can't improve.” This saying has never been more pertinent in the field of recruitment. In 2025, confronted with an intensified war for talent and changing expectations from candidates, companies must track key performance indicators (KPIs) to optimize their recruitment process.Far from being mere numbers, these KPIs enable us to answer essential questions:Is my hiring process too long?Am I attracting the right profiles or too many unsuitable candidates?Is my recruitment budget well spent?Is the candidate experience optimized?A study of LinkedIn Talent Solutions shows that 77% of recruiters believe that optimizing HR KPIs has become a strategic priority to enhance their efficiency.In this article, we detail The 5 essential KPIs to be followed in 2025 to improve your performance and guarantee an optimized candidate experience.1. The candidate to hiring conversion rateOne of the first indicators to watch out for is the conversion rate between the various stages of recruitment. It allows you to identify when candidates leave the process and to adjust your strategy.How do you calculate it?Number of candidates hired/Number of applications received x 100💡 Real-life example:If you receive 500 applications for a position and hire 5 people, your conversion rate is 1%. If this rate is too low, it may indicate a misalignment between your job ad and the profiles it attracts.‍According to Glassdoor, companies with an optimized recruitment process see a 30% increase in the conversion rate of qualified applications.2. Recruiting time (Time to Hire vs Time to Fill)The Time to Hire (time between the first interaction with a candidate and their hiring) and the Time to Fill (total time to fill a position) are crucial for measuring the effectiveness of recruitment.Why is it important?‍✔ Taking too long to hire results in losing top talent to more responsive companies. ✔ It causes an increased workload for teams while waiting for the new hire. ✔ It directly affects productivity and operational costs.📌 2025 Benchmark:A study by SHRM (Society for Human Resource Management) shows that the average Time to Hire is 24 days, while top-performing companies hire in under 15 days.‍3. The quality of applicationsAttracting a lot of candidates is good. Attract The good ones, it's better. This KPI makes it possible to know if the candidates who apply really match the needs of the position.How to assess it?‍✔% of candidates who pass the first stage of recruitment. ✔ Matching score (offered by some ATS like Jobloom). ✔ Retention rate at 6 months: if a new employee leaves their position in less than 6 months, this may reveal a problem of alignment between the mission and the expectations of the candidate.4. Cost per HireEffective recruitment should be profitable. The Cost per Hire measures the investment required for each hire.Calculation:‍Total cost of recruitment/Number of hiresInclude in your calculation: ✔ Advertising costs. ✔ Costs of HR tools (ATS, job boards). ✔ Time spent by recruiters. ✔ Training and onboarding costs.📌 2025 Benchmark:The average cost per hire in Europe is estimated at €4,425, ranging from €1,500 for SMEs to €8,000 for large enterprises (source: Glassdoor Economic Research).‍👉 Also to read: How Huggys increased its candidate conversion rate in hospitality by 12 times, a tangible example of recruitment transformation through KPIs, digitalization, and improved application management.5. Taux de satisfaction des candidats et des employeursRecruiting does not end with hiring. A good performance indicator is the satisfaction of candidates and managers.How do you measure it?‍✔ Satisfaction questionnaires after recruitment. ✔ Feedback after 3 months regarding the integration of the new employee. ✔ NPS (Net Promoter Score) to measure overall satisfaction.ConclusionFollowing these 5 strategic KPIs will enable you to enhance your recruitment efficiency, attract the right talent, and optimize your costs.📘 FREE guide: Optimize your career site and attract top talent !🚀 Download our comprehensive guide and discover how to structure your KPIs, improve the candidate experience and boost the efficiency of your recruitments.