BlogAll

Beyond Automation: 5 Tech Trends Redefining the Future of HR

Automation is no longer enough. From predictive AI to skill platforms, discover 5 tech trends that put humans back at the heart of HR strategy.

For many HR leaders, technology has long been synonymous with automation: payroll management, leave tracking, resume sorting. These optimizations, although necessary, are just the tip of the iceberg. The real revolution, the one that is happening today, is strategic in nature.

Artificial intelligence, data analysis, and smart platforms are no longer just about performing tasks. They enhance our decision-making abilities, allow us to understand human dynamics with unprecedented depth, and transform the HR function from an administrative cost center into a driver of performance and growth for the company.

This article does not merely list innovations. It provides you with a roadmap to understand how these trends will impact your core missions: attracting the best, developing their potential, and building resilient organizations.

1. From the Resume to Data: Recruitment Enhanced by AI

Yesterday, recruitment was based on the analysis of a resume and the recruiter's intuition. Tomorrow, it will be a predictive science based on a multitude of data points. Technology does not replace human judgment; it enhances it by providing a holistic and objective view of the candidates.

How does it work?

Modern AI algorithms go well beyond simple keyword filtering. They can:

  • Analyzing cross-functional skills: By cross-referencing information from a LinkedIn profile, an online portfolio, and responses to situational exercises, AI can identify soft skills such as problem-solving or leadership ability.
  • Assessing Cultural Fit: Through semantic analysis of written or video responses, tools can evaluate a candidate's alignment with the company's values and operating mode, thereby reducing casting errors.
  • Predicting performance: By modeling the paths of the most successful employees, these systems can identify external profiles that exhibit the same markers of potential success.

The goal: Reduce unconscious biases, speed up the selection process and, above all, drastically increase the success rate of hiring by focusing on actual potential rather than a linear career path.

2. Predictive Analysis: Anticipating Disengagement to Improve Retention

The cost of an employee's departure is colossal, both financially and organizationally. Instead of reacting to a resignation, the most advanced HR technology now allows for proactive action. Predictive analysis is your best ally in transforming retention into a proactive strategy.

Identify weak signals

By analyzing data in an anonymized and aggregated manner, HR platforms can detect patterns that are precursors to disengagement:

  • Decrease in participation in internal communications.
  • Fewer collaborations on cross-functional projects.
  • Changes in the patterns of connection or use of the company's tools.

Concrete example: A system could alert an HR manager that a high-potential employee, whose performance is stable, has stopped participating in optional training programs and is interacting less on team channels. This is a subtle signal that suggests initiating a conversation well before the situation becomes critical. The company can then offer a new project, targeted training, or an adjustment of their tasks.

3. The Hyper-Personalization of Continuing Education through AI

The era of the "training catalog for everyone" is over. In an environment where skills quickly become obsolete, learning agility is key. AI transforms training into a continuous, personalized experience that is integrated into the daily life of the employee.

Custom development paths

AI-powered Learning Experience Platforms (LXP) do more than just suggest content. They create dynamic career paths.

  • Skills gap analysis: The tool compares an employee's current skills (derived from their evaluations, projects) with those required for their next role or for the company's future strategic needs.
  • Contextual recommendations: The platform then offers micro-learning sessions, articles, podcasts, or connections with internal mentors, at the exact moment the need arises.

Some companies take the concept further with virtual coaches who help employees define their career goals and offer them tailored resources in real time, enhancing their autonomy and engagement.

4. The End of Intuition: Driving HR Strategy with Data and ROI

For years, HR departments have struggled to prove their tangible impact on business outcomes. Data visualization and HR data analysis (People Analytics) are radically changing the game. The HR function can finally speak the language of the executive committee: that of return on investment (ROI).

From data to strategic decision-making

Technology enables the connection of HR initiatives to key performance indicators (KPIs):

  • Measuring recruitment effectiveness: Which sourcing channel brings in candidates who stay the longest and are the most effective?
  • Assessing the impact of well-being: Is there a correlation between team engagement scores and their business performance?
  • Optimize budgets: Which training program generates the highest increase in productivity?

Thanks to clear and dynamic dashboards, HR managers can justify their investments, adjust their strategies in real time, and demonstrate their essential role in achieving overall objectives.

5. Towards Agile Organizations: Tech at the Service of Collective Performance

The latest disruption, and perhaps the most profound, does not concern the individual but the collective. Technology now provides tools to analyze and optimize the very structure of the organization, promoting agility and innovation.

Mapping social capital

Tools like Organizational Network Analysis (ONA - Organizational Network Analysis) enable the visualization of actual communication and collaboration flows, beyond the formal organizational chart. HR managers can thus:

  • Identify informal influencers, essential for driving change.
  • Identify teams working in silos and create bridges to foster innovation.
  • Form project teams not on the basis of titles, but on the basis of proven collaborative dynamics.

By using these insights, an HR director can surgically restructure teams to unlock performance, based on tangible data rather than solely on intuition.

From Vision to Action: Realize Your HR Strategy with Jobloom

Understanding these trends is the first step. Implementing them to gain a competitive edge is another. The digital transformation of HR is not a matter of tools, but of integrated strategy. This is precisely where Jobloom comes in.

We are not just a software provider. We are your strategic partner to make these innovations a tangible reality within your organization.

  • Enhanced Recruitment (Points 1 & 4): Our smart ATS and our custom career sites do more than just handle applications. They collect valuable data to help you make informed decisions, measure the ROI of your campaigns, and build a holistic view of your talent.
  • An Employer Brand that Attracts and Retains (Point 2): Through our impactful career videos and our Employer Branding consulting, we help you reveal your unique DNA. A strong and authentic culture is the best defense against disengagement.
  • A Content Strategy for the Digital Age (Points 3 & 5): We produce expert content that positions your company as a thought leader, naturally attracting talent who share your vision and want to grow with you.

Ready to transform your HR function into a true growth engine?

Let's plan a strategic exchange to align your vision with the best technologies in the market.


The latest

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.

Featured

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.

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.