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Leonidas
: Strengthening the employer brand and recruiting internationallyLeonidas, an iconic Belgian confectionery brand, needed to structure its recruitment in order to meet specific challenges related to its international expansion. By working with Jobloom, the company successfully strengthened its employer brand and attracted qualified talent from across Europe. Discover how we contributed to their success.The challengeInternational recruitmentAttract diverse profiles in different European countries.Lack of visibilityDifficulty effectively promoting job opportunities.Application managementComplex and poorly structured follow-up.The objectivesCreate a careers site to showcase your employer brand and centralize job openings.Implement an efficient ATS to streamline application management.Develop an international recruitment strategytailored to their specific needs.The solution provided by JobloomA tailor-made careers site: A dedicated space presenting Leonidas as an employer of choice, highlighting its values and opportunities.An applicant tracking system (ATS): Centralized and simplified tracking for all job postings across Europe.Visibility optimization: Multi-posting of job ads to maximize their reach on European job boards and social networks.Request a free demo
How Huggys multiplied its candidate conversion rate by 12 in the hospitality sector
Discover how Huggys, a player in the hospitality sector, revolutionized its recruitment thanks to Jobloom. With a 24% conversion rate and 400 resumes received per month, our solution has transformed their HR strategy. -- With high turnover and a lack of digitalization, Huggys, a company specializing in the hospitality sector, was facing major recruitment challenges. By working with Jobloom, Huggys was able to structure and optimize its recruitment process while developing its employer brand. Find out how our solution transformed their HR strategy.The challengeHuggys was facing several obstacles:High turnover: A constant need to recruit new talent.Outdated processes: Lack of appropriate tools and digital solutions.Lack of visibility: An employer brand that is not sufficiently highlighted, making it difficult to attract talent.The objectivesStructure the recruitment processwith a dedicated tool.Create an attractive careers siteto strengthen your employer brand.Improve application managementthanks to an intuitive digital system.The solution provided by JobloomCreation of a customized careers site: Showcasing the Huggys brand to attract talent, with a clear presentation of the company’s values and opportunities.Applicant Tracking System (ATS): Centralized tracking of applications to streamline the selection and hiring of top candidates.Optimization of the recruitment process: Full digitalization for time savings and increased efficiency.The results📌 A conversion rate 12 times higher than average! The average conversion rate for career sites in the hospitality and restaurant industry is around 2% to 3% (source: LinkedIn & Glassdoor). With 24%, Huggys vastly outperforms the market thanks to optimizing its recruitment through Jobloom.Want to transform your recruitment like Huggys?Discover how Jobloom can help you tackle your HR challenges with a tailor-made solution.Request a free demo
Et si vos candidats étaient vos clients les plus précieux ?
#1 Talents = Clients 55 % refusent une offre à cause d’un mauvais processus. 50 % se disent déçus de leur expérience candidat. Pourtant, vous bichonnez vos clients. Pourquoi pas vos talents ?#2 RecruterRecruter, ce n’est plus filtrer. C’est séduire, comme une vraie marque. Les candidats veulent une expérience claire, fluide, engageante.#3 Site carrière personnaliséMobile, fluide, à votre image. Jusqu’à 24 % de conversion.#4 Diffusion sur 100+ plateformes Automatiquement. Google job, Indeed, LinkedIn Recruteur… en un clic.#5 Un ATS boosté à l’IACentralisez vos candidatures, automatisez, gagnez du temps.#6 Le recrutements devient simpleLes bons candidats viennent à vous. Et ils ont envie de rester.#7 Vos candidats ne sont pas des numérosCe sont vos futurs clients internes. Et avec Jobloom, vous les recrutez comme vous vendez.La bonne nouvelle ? Tout ça se corrige facilement.Avec Jobloom, les PME peuvent digitaliser leur recrutement sans perdre leur authenticité et sans se ruiner.Vous avez envie de voir comment ça marche ?
Why should you treat your candidates like your customers?
In a tight labor market, attracting and engaging top talent has become just as strategic as winning over your customers. Yet far too many companies still treat recruitment as an administrative, secondary function with little power to differentiate.What if we changed this perspective?What if your future candidates were actually your most valuable customers—the ones who shape your growth, your culture, and your ability to innovate?Recruitment is no longer just an HR process; it has now become a digital experience.55% of candidates turn down an offer because of a poor process. 50% say they are disappointed with their candidate experience.Most candidates expect a smooth, transparent, and engaging experience. They compare your hiring process to the experience they have with brands, whether they’re buying a product or subscribing to a service.To attract these profiles, it’s no longer enough to post a job ad and wait. You need to tell a story, create an experience, and turn interest into action—just like a successful marketing strategy does.Your candidates are customers, with specific expectations.Just like your external clients, your future collaborators:want to be won over from the very first interactionexpect clear and mobile-friendly navigationwant a seamless experience from start to finishwaiting for transparency about the processAnd above all, they’re ready to say yes—or no—with just a few clicks.Jobloom: recruitment designed as a customer experienceOur solution has been designed to make recruitment a qualitative, engaging, and high‑performing experience.A careers site that reflects who you are Jobloom creates a personalized, mobile‑first careers site for you, optimized to convert. It’s not just a job listings page: it’s an immersive experience that tells your story—your culture, your values, your vision—and makes people want to apply.Maximum visibility With automatic multi-posting to more than 100 platforms, your job ads appear where your future talents spend their time: Google Jobs, LinkedIn Recruiter, Indeed, VDAB, Forem, …A smooth candidate journey Jobloom offers an intuitive one-click candidate journey, designed to reduce drop-offs and increase conversion rates. A conversion generally 20 to 30 times higher than traditional recruitment websites.An AI-powered ATS management tool to automate and save time: with the integrated ATS, you centralize all your applications, automate repetitive tasks, track profile status in real time, and optimize your interactions with automation tools.Recruitment = marketing + data + experienceWhat sets Jobloom apart isn’t just the technology. It’s the philosophy:Treat every candidate as a potential customer of your employer brandCreate a journey that convinces him, step by stepMeasure, optimize, and accelerate your resultsThis approach turns hesitant visitors into motivated applicants. And well-treated applicants into ambassadors, even if they don’t end up joining your team.The real advantage for SMEsWith Jobloom:Your offers gain visibilityYou save timeYou attract the right profilesYou are building a real employer brandThe best talent today isn’t just recruitable, they’re selective. If you don’t offer them an experience on par with a customer journey, they won’t apply.Your candidates are more than just résumés. They’re customers you need to win over. And Jobloom is here to help you convince them.
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Why should you treat your candidates like your customers?
In a tight labor market, attracting and engaging top talent has become just as strategic as winning over your customers. Yet far too many companies still treat recruitment as an administrative, secondary function with little power to differentiate.What if we changed this perspective?What if your future candidates were actually your most valuable customers—the ones who shape your growth, your culture, and your ability to innovate?Recruitment is no longer just an HR process; it has now become a digital experience.55% of candidates turn down an offer because of a poor process. 50% say they are disappointed with their candidate experience.Most candidates expect a smooth, transparent, and engaging experience. They compare your hiring process to the experience they have with brands, whether they’re buying a product or subscribing to a service.To attract these profiles, it’s no longer enough to post a job ad and wait. You need to tell a story, create an experience, and turn interest into action—just like a successful marketing strategy does.Your candidates are customers, with specific expectations.Just like your external clients, your future collaborators:want to be won over from the very first interactionexpect clear and mobile-friendly navigationwant a seamless experience from start to finishwaiting for transparency about the processAnd above all, they’re ready to say yes—or no—with just a few clicks.Jobloom: recruitment designed as a customer experienceOur solution has been designed to make recruitment a qualitative, engaging, and high‑performing experience.A careers site that reflects who you are Jobloom creates a personalized, mobile‑first careers site for you, optimized to convert. It’s not just a job listings page: it’s an immersive experience that tells your story—your culture, your values, your vision—and makes people want to apply.Maximum visibility With automatic multi-posting to more than 100 platforms, your job ads appear where your future talents spend their time: Google Jobs, LinkedIn Recruiter, Indeed, VDAB, Forem, …A smooth candidate journey Jobloom offers an intuitive one-click candidate journey, designed to reduce drop-offs and increase conversion rates. A conversion generally 20 to 30 times higher than traditional recruitment websites.An AI-powered ATS management tool to automate and save time: with the integrated ATS, you centralize all your applications, automate repetitive tasks, track profile status in real time, and optimize your interactions with automation tools.Recruitment = marketing + data + experienceWhat sets Jobloom apart isn’t just the technology. It’s the philosophy:Treat every candidate as a potential customer of your employer brandCreate a journey that convinces him, step by stepMeasure, optimize, and accelerate your resultsThis approach turns hesitant visitors into motivated applicants. And well-treated applicants into ambassadors, even if they don’t end up joining your team.The real advantage for SMEsWith Jobloom:Your offers gain visibilityYou save timeYou attract the right profilesYou are building a real employer brandThe best talent today isn’t just recruitable, they’re selective. If you don’t offer them an experience on par with a customer journey, they won’t apply.Your candidates are more than just résumés. They’re customers you need to win over. And Jobloom is here to help you convince them.
“Stand out from the crowd”: building a strong employer brand when everyone is saying the same thing
I have participated in over a thousand recruitments in my career. And almost every time, I've heard the same phrases: “We want to attract good profiles.” “We want to stand out.” “We want people to talk about us.”But when I dig deeper and ask this simple question: What's your difference, what do you offer that others don't have? ... silence falls.The job market has evolved. Talents have choices. They compare. They question. They google. And faced with an avalanche of 'great atmosphere, tight-knit team, stimulating job' offers, everything becomes blurred.This is where the employer brand becomes central. Not just as a nice varnish. But as a lever for clarity, attractiveness, and consistency.Employer branding: what are we (really) talking about?No, it's not a logo on a job posting or a corporate video. The employer brand is the perception that people have of you as an employer.It exists whether you have formalized it or not. It expresses itself:In the opinions (formal or informal) of your colleaguesIn your interactions with the candidatesRegarding the quality of your onboardingIn what you post (or do not post)In your silences, as much as in your wordsThat's what a talent feels, even before meeting you.The real challenge: “stand out from the crowd”Everyone wants to stand out. But everyone uses the same words, the same codes, the same formulas.Result? Nothing stands out. The vanilla HR approach prevails. And the candidate moves from one career page to another without ever feeling that famous “wow, this is where I want to work.”Le “stand out from the crowd” ne se joue pas sur du marketing flashy. Il repose sur 3 fondamentaux :The clarity of your employer value proposition (EVP)→ Who are you? What are your actual promises? What do people experience in your company?The alignment between speech and reality→ The worst thing for a talent is to experience dissonance once recruited. It breaks trust, commitment... and retention.The ability to share what makes you unique→ No need to be Google. You just have to be authentic. And understand what resonates with your targets.The real challenges of HR professionals and employer branding todayWhat I hear most on the ground:Not enough bandwidth → too many projects, too few handsNo dedicated team → we make do with what we haveLack of internal buy-in → constant need to 'evangelize'No clarity on the right indicators → what is a successful employer brand?Silos between HR, marketing, and communications → each moving forward with their own prioritiesTensions between global and local → hard to tell a coherent story internationallyThese are real issues. And we won't solve them with a quick 'rebranding' or a video that ticks all the boxes.So, what are we doing? Where do we start?The answer is often simpler than we think:We start by listening. What the employees say. What they experience. What they like (or not).We clarify our DNA. The true lived values. The differences. The key moments of the employee experience.We align the touchpoints. From the career site to social networks, through the job offer and the interview. Everything must tell the same story.And above all: we don't try to please everyone.We aim to attract the right people. Those for whom our culture, our challenges, our style will truly resonate.My own challenge at the moment?It's about bandwidth. The more we progress, the more the subject fascinates... and the more I'm asked to intervene, to audit, to rewrite, to co-construct. And sometimes, I dream of an employer brand team! But even without a team, it 'simply' takes laying the right foundations. And to build, step by step, a true and powerful story.And you? What's your biggest challenge today to “stand out from the crowd”? And if you feel like talking about it? Write to me, I love these exchanges.
How to digitize recruitment as an SME?
The digitization of recruitment has become essential for SMEs. This article explains how to:Offer a fluid and mobile-first candidate experience.Use your employer brand as a lever for attraction.Avoid fragmented processes thanks to a centralized database.Automate repetitive tasks to save time.Effectively disseminate your job offers.Improve internal collaboration around recruitment.Why digitize recruitment?Everything has become digital. We buy in a few clicks on Amazon, we book our holidays on our smartphone... and candidates expect the same simplicity when applying for a job.The parallel with e-commerce is striking: nearly 3 out of 5 buyers abandon their online cart before finalizing.In digital recruitment, it's even worse. If the process is not fluid and mobile-friendly, you lose your talent before you even meet them.A classic career site converts only 0 to 2% of its visitors into candidates, whereas with an optimized digital experience (SEO, employer brand content, mobile first), this rate can be multiplied by 10, creating a genuine source of candidate acquisition.Digitizing recruitment has become a vital issue for any SME that needs talent.Digitizing recruitment with a simple candidate conversion funnelJust like in marketing, you need to think about the conversion funnel. A candidate must be guided from where they are (Google Jobs, LinkedIn, social networks, articles, specialized job boards...) to the application stage.The 3 key steps:Be present where candidates are.Offer a friction-free experience, especially on mobile (more than 90% of applications are made on smartphones).Allow applying in one click, via a CV or a LinkedIn profile.Did you know that 90% of LinkedIn users in Belgium are exclusively on mobile?Using your employer brandWhy would a candidate choose your SME over another company with an equivalent position and salary? The answer lies in your employer brand.This must be authentic. Forget the “bullshit” and the nice marketing speeches: you have to speak the truth.Questions to ask yourself:What is your work culture?What are your values and vision?What concrete projects are your teams leading?What opportunities for growth or training do you offer?84% of candidates look for information about the employer brand before applying, and this figure rises even higher for shortage profiles.An empty or outdated career site becomes a major obstacle.Also, remember to adapt your content according to your target profiles: a worker, an engineer, or an IT specialist will not have the same expectations or language.Avoid fragmented processesToo many SMEs still manage their recruitment via a mixture of emails, Excel, Dropbox, or SharePoint. The result: fragmented and inefficient processes.Concrete examples:A candidate already met is contacted again by mistake.A promising profile is lost due to the lack of a centralized database.Candidate feedback is forgotten, tarnishing the employer image.A centralized databaseThe key to digitization is data centralization.With an ATS (Applicant Tracking System), you create a unique database that:Keeps the history of each candidate,Shares information between managers,Allows building a talent pool for future recruitments,Simplifies the rejection or automated follow-up of applications.Thus, no more information loss and instant access to your talent, even those met in the past.Digitizing recruitment by automating time-consuming tasksThe goal is not to replace the human, but to free up time.Automation reduces operational tasks to focus on what matters: the human encounter.Examples of useful automation:Automatic creation of candidate profiles (CV reading, skills, languages, etc.).Sending automated and personalized rejections.Follow-ups of old applications.CV sorting with extraction of key skills.Qualification via short forms.Automatic generation of ads, translations, and social media content.Automated multi-platform dissemination.With AI, these steps become even more fluid and precise.Automated dissemination of job offersPublishing on LinkedIn, Indeed, or Google Jobs seems simple, but it is time-consuming.Candidates are scattered across multiple channels, so you need to disseminate effectively across multiple platforms.Thanks to multi-dissemination tools, an ad can be published with one click on all relevant channels.Advantages:Considerable time saving.Maximum visibility among the right candidates.Complete coverage of the job market without extra effort.Facilitate internal communicationRecruitment is never done alone. In an SME, several actors are involved: directors, managers, HR...Without a central tool, communication becomes fragmented.The benefits of a centralized tool:Notes and evaluations directly on the candidate profile.Real-time tracking of recruitment efforts.Documented and transparent decisions.Result: a more collaborative, fast, and clear process — a guarantee of professionalism towards candidates.Conclusion: digitizing recruitment, a necessity for SMEsNot digitizing your recruitment means losing your candidates before you even meet them.In summary:A mobile-first and fluid candidate experience.An authentic and visible employer brand.A centralized and smart database.Automated processes to focus on the human element.Digitizing recruitment means putting the human element back at the center.
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.