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Look for candidates where they are

Discover the article by Amélie Alleman, founder of Betuned, in La Libre Belgique.Betuned offers a comprehensive solution to make recruitment more efficient.How can an organization that is hiring effectively address the profiles it is searching for? Where can a candidate find job postings that truly interest them? “It often takes between three and ten clicks to find a job offer on the internet, and generally, the experience is not very appealing. Candidates no longer really know where to look. And those who are 30-35 years old don’t even know the recruitment sites anymore,” observes Amélie Alleman, founder of Betuned, whose goal is to “authentically and innovatively connect candidates and employers.” “We want to position ourselves differently in a recruitment market that remains quite traditional,” assures this entrepreneur from Sambreville.With a degree in communications, Amélie Alleman initially worked as an assistant manager in a fast-food restaurant, before completely changing her career path and joining an IT recruitment company. In 2009, she founded her own consultancy and IT recruitment firm (which has since been sold) and then a second one in the same field. Eager to reinvent the recruitment offering, she launched Betuned at the end of 2019.Behind the scenesInitially, she offers videos of companies that are hiring to show candidates the DNA of the company and what goes on behind the scenes. "We go into the company and we interview the manager and colleagues with whom the future candidate will work. It's interesting for them because they speak the same language. It also allows them to directly see their future colleagues. There's a very psychological aspect: 'Do I want to work with these people or not?'", explains Amélie Alleman. The video also allows the company to stand out. "To be able to recruit, you have to differentiate yourself. It's important to create an employer brand." Betuned also provides consultancy in this area.The formula quickly became popular. Six months later, the startup already employed six people and had about twenty clients. As it expanded, Betuned added a second service to its offering: the creation of digital marketing campaigns to find the best profiles on social networks. The idea is to reach out to candidates where they are with the right media (video, in this case) and on the right channel. “For example, if we're looking for an electrician, a welder, or a junior sales profile, we'll favor TikTok, Facebook, or Instagram. If we're recruiting a senior profile in finance, we'll go on LinkedIn. We pay for the media so that the right people see the video that's intended for them.Digital marketing allows targeting talents,” explains Amélie Alleman, who can search for all types of profiles “because we go to find the candidates where they are.”Recruitment website creationThe next step is to convert these profiles into potential candidates for the company. To do this, Betuned launched a new service just a month ago: the creation of career sites for companies. “We discussed it with ten clients, out of the seventy we have, and six have already signed up,” explains Amélie Alleman. “We make the recruiters' job easier by scanning CVs with artificial intelligence. Among the received applications, the list of the best profiles is directly available.”Betuned now offers a comprehensive solution for recruitment. Clients can choose these three services or take each one separately.The startup currently employs fifteen people and is still hiring. “We have already doubled this year's total revenue compared to last year, with 1.4 million euros,” says Amélie Alleman, who has also joined the Boost program of the Réseau Entreprendre Bruxelles. She has just returned from a three-day workshop where she prepared the company's three-year growth plan. In terms of financing, Betuned received a 250,000 euro loan from finance.brussels and at the end of December, received support from two private investors who invested a total of 250,000 euros. “We are considering a larger fundraising round in about a year or a year and a half. To be confirmed.”Would you like to learn more about Betuned or a demo of our services? Do not hesitate to contact us to discuss it! [email protected] or +32474548989!

Mastering Boolean Search: Your Lever to Find the Best Candidates

Switch to proactive sourcing. Our practical guide teaches you how to master Boolean search (AND, OR, "") to uncover hidden talents before your competitors do.Boolean search. This technical term may seem complex or even intimidating at first glance. Many HR professionals hesitate to delve into it.Yet, behind this name lies a candidate sourcing method of formidable efficiency, and much more accessible than it seems. A few minutes of reading will suffice to reveal its fundamental principles and to transform your approach to recruitment.This advanced search technique may seem daunting, but it is an extremely effective solution for identifying qualified profiles on essential platforms like Google or LinkedIn. In a job market where talent is scarce, Boolean search is an often underutilized strategic asset that can give you a head start.Boolean Search: Definition and Fundamental PrincipleBoolean search is a precise search methodology that relies on logical operators (such as AND, OR, NOT) to refine and target the results of a query.→ Its scope is broad: it is just as relevant for finding profiles on Google as it is on professional networks (with LinkedIn being the foremost) or job boards. In summary, whenever there is a search bar, there is a strong likelihood that you can use it to optimize your searches.For instance, to find an experienced front-end developer in Lyon, your Boolean search could be phrased as follows: (front-end developer OR front-end engineer) AND Lyon AND (React OR Angular) AND experience > 5 yearsEssentially, Boolean search gives you the power to construct a structured query to filter out the noise and only surface profiles that very precisely match your criteria.Why Boolean Search is a Strategic Asset in Recruitment?The main advantage of Boolean search in recruitment lies in its ability to streamline and speed up the sourcing process. By using logical operators, recruiters can refine their searches to target only candidates who perfectly match their requirements.👍 Considered an insider's sourcing technique, Boolean search allows for a dramatic time-saving. It automatically filters out irrelevant results, enabling you to focus exclusively on the most promising profiles.Moreover, this method provides unmatched agility and adaptability. Recruiters can adjust and modulate their queries in real time to meet the changing needs of the business or market fluctuations. It is an essential tool for identifying top talent quickly and efficiently.🦾 It is also a skill that few recruiters master perfectly, which gives an undeniable competitive advantage to those who use it.The Essential Boolean Operators to MasterBefore you start hunting for talent on the web, mastering key operators is essential. Here are the most important ones and their practical application:Operator "AND": This operator is used to narrow down a search by requiring the presence of all the specified terms. It is ideal for combining mandatory criteria.Example: For a Digital Project Manager proficient in English and agile tools in Paris: "Digital Project Manager" AND English AND Agile AND Paris.Operator "OR": The "OR" operator is used to broaden a search by including alternatives. The result will display profiles containing either of the terms.Example: For a Data Analyst or a Data Scientist in Lille: ("Data Analyst" OR "Data Scientist") AND Lille.Operator "NOT" (or the "-") sign: This operator is used to exclude specific terms from your results.Example: To find profiles of experienced salespeople, but without juniors or apprentices: B2B Sales AND experienced NOT junior NOT apprentice.Operator "SITE:": Useful for focusing your search on a single website. It must be in lowercase, followed by a colon and the site's URL, without any spaces.Example: To search for "Marketing Directors" exclusively on LinkedIn: site:linkedin.com/in "Marketing Director".Operator "EXT:": This operator allows you to search for specific file types (PDF, DOCX, etc.), very useful for finding resumes online.Example: To find resumes for "Management Controller" in PDF format: CV "Management Controller" ext:pdf.Refine your searches using punctuationBeyond operators, punctuation is your ally for even more surgical queries.Guillemets (" ") : Utilisez-les pour rechercher une expression exacte. La recherche ne remontera que les résultats où les mots apparaissent dans cet ordre précis.Example: "Human Resources Manager" will target this exact position, and not profiles containing "manager" and "human" separately.Parentheses ( ) : They are crucial for grouping terms and controlling the order in which operators are applied, especially when combining AND and OR.Example: For an experienced salesperson in Bordeaux or Toulouse: Sales AND (Bordeaux OR Toulouse) AND experience > 3 years.Asterisk (*) : The asterisk acts as a wildcard that replaces the end of a word. It allows finding all variations from the same root.Example: searching for recrut* may yield results for "recruiter", "recruitment", "recruiter", etc.Putting into Practice: Concrete Example of a Boolean SearchLet's imagine we are looking for a Customer Service Manager for the e-commerce sector in Brussels, who is bilingual.An initial search on Google could be: site:linkedin.com/in ("Customer Service Manager" OR "Head of Customer Service") AND Brussels AND "e-commerce"To further refine and exclude profiles that are too junior or internships, while including Dutch as an alternative to bilingualism, the query becomes: site:linkedin.com/in ("Customer Service Manager" OR "Head of Customer Service") AND Brussels AND ("e-commerce" OR retail) AND (bilingual OR Dutch) -junior -internDo you see the power of the tool? It's the same principle that applies to your personal searches. Next time you're looking for a smartphone, try: smartphone AND "OLED screen" AND (battery life > 24h) -refurbished.5 Practical Tips to Optimize Your Boolean SearchesEliminate broadly: Use the NOT operator (-) from the start to exclude irrelevant profiles (experience levels, sectors, statuses...).Target with precision: Combine AND and OR to identify talents with niche skills or specific combinations of expertise.Combine smartly: Do not hesitate to create complex queries to discover unique profiles that simple searches never reveal.Iterate and refine: Your first query is never the last. Analyze the initial results and adjust your operators to improve relevance.Capitalize on your work: Save your most effective queries in a shared document (such as Excel or Notion). You will save precious time for your future recruitments.ConclusionMastering Boolean search is a fundamental first step in turning your sourcing into a true strategic advantage. It's the art of asking the right questions to search engines to get answers of unmatched relevance.However, finding the best talent does not stop there. To go further and optimize your entire process, from attracting candidates to their integration, it is essential to rely on expertise and appropriate tools.At Jobloom, we help businesses structure and professionalize their hiring processes to attract and retain the best candidates in the market. Ready to make every recruitment a success?Discover how Jobloom can enhance your recruitment strategy.‍

Presenting your company in an interview: 7 steps to convince a candidate

In a competitive market, the candidate is also evaluating you. Turn your company presentation into a compelling pitch. Discover 7 steps to convince the best talents.The job interview represents a pivotal moment, a dual-stakes meeting where the candidate and the company mutually assess each other. Historically, the pressure was predominantly on the candidate, who was required to prove their worth and stand out.But the landscape of work has changed. In a market where talent is scarce, the power dynamics have rebalanced. In high-pressure sectors like tech or digital marketing, recruiters are well aware: it is now up to them to seduce, persuade, and present their organization in its most attractive light to attract the best profiles.Today, it is acknowledged that businesses must master the art of "selling" themselves.Your employer brand, your value proposition (EVP), and corporate videos on your career site lay a solid foundation. However, the interview remains the moment of truth. Once you are face to face with a promising candidate whom you wish to see continue the process, it becomes crucial to know how to articulate a presentation that truly makes them want to join you.1. Before speaking, listen: understand the candidate's motivationsThe secret to a powerful speech? It starts with active listening.Before you unfold your pitch, take a moment to probe the candidate's true aspirations. Ask them about their ambitions, what motivates them daily, their non-negotiable values, and their long-term career goals.This listening phase will provide you with valuable insights to tailor your presentation and highlight aspects of your business that will resonate with its specific expectations.2. Go beyond the job description: clarity above allIt is certain that your candidate has studied the job offer before coming. However, a job description, no matter how detailed, often leaves room for questions and areas of uncertainty. Your role is to anticipate these questions. Take the initiative to spend a few minutes on a clear and concrete presentation of the role to be filled.Articulate the responsibilities and expected tasks clearly. Use tangible examples so that the candidate can concretely envision their daily routine.Make sure to address the following points:The daily tasks and key responsibilities of the position.The structure of compensation (fixed salary, variable portion, bonus calculation methods).The entire range of social benefits and "perks" (health insurance, meal vouchers, remote work, etc.).The work environment: schedules, organization, position in the organizational chart, introduction to the future team.💡 Keep in mind that a candidate who leaves with doubts is one who will look for certainty elsewhere. A successful presentation involves putting yourself in their shoes and answering their questions before they even ask them.💡 Long perceived as a risk, transparency has become a cardinal quality. However, I prefer the term clarity. The challenge is not to say everything, but to say things simply, without jargon, and with sincerity. This approach demonstrates a culture of openness and trust that will reassure the candidate and strengthen their desire to join your team.3. Give meaning: share the company's vision and missionThere's no need to be a charismatic visionary to inspire a candidate. It's an essential step to add depth to your presentation.Prepare some impactful sentences that encapsulate the purpose of your company: what is its mission, what values motivate your employees every morning, and what are the major goals it strives for?Here again, brevity is key! 🦜🎯 Avoid generic speeches and be direct. Your values embody the ethical and cultural foundations of the company. By making them explicit, you give candidates a glimpse of what drives you and allow them to see if they identify with them.🎯 Continue by outlining the medium and long-term vision. Demonstrate that your company is ambitious and has a clear roadmap. The candidate will then feel like an integral part of a meaningful and forward-looking project.4. Embody your values through storytellingStorytelling is an extremely effective communication tool. Its power lies in a simple principle: the human brain remembers information much more easily when it is integrated into a narrative.👍 For instance, instead of just stating that "internal evolution is a priority", tell the specific story of Marc, "who joined the company three years ago as a technical support apprentice and who, thanks to his proactivity and internal training, is now leading a major strategic project."🎯 By incorporating real-life stories into your speech, you bring your company culture to life. You make it tangible, authentic, and memorable.📣 By sharing selected anecdotes and concrete examples, you vividly illustrate your values, successes, and work environment.❤️‍🔥 Storytelling creates a strong emotional connection with the candidate, a factor that can weigh heavily in their final decision. By projecting themselves more easily, they intuitively understand how your company works and already feel more committed.5. Project the candidate into the future: the prospects for evolutionTo convince today's talents, it is essential to talk to them about tomorrow.👍 Highlight the professional development opportunities within your organization. What will your company look like in 3 or 5 years? What kinds of skills will you need? What concrete measures are you implementing to help your employees grow?-> Detail the possible career paths, illustrating with actual trajectories within the company. -> Mention the training programs (internal or external) that allow for skill development and staying at the forefront of one's expertise.💡 If you offer mentoring programs or individual coaching, it's a major asset to highlight. It demonstrates a strong commitment to the professional and personal development of your employees.6. Proof by example: illustrate your concrete successes🏆 A company is also defined by its achievements. To persuade a candidate to join your ranks, it is essential to provide them with tangible evidence of your successes.→ Highlight flagship projects that you have successfully completed, explaining their impact and the quantified results achieved. → Share testimonials or case studies that illustrate the quality of your services or the innovative nature of your solutions. → Provide some easy-to-remember figures or performance indicators (KPIs): your market position, number of clients, growth rate, etc.💼 These factual elements establish your credibility and prove your ability to achieve your goals. It's a strong rational argument that can tip a candidate's decision.7 BONUS: The transparency of the recruitment process, a sign of trust"The way you recruit reveals who you are."Your recruitment process is much more than a series of administrative steps. It's the very first showcase of your organization and the consideration you have for your future employees.Clearly explain the process of operations: the different stages, the points of contact, the evaluation criteria, and the estimated response times between each phase.👍 Highlight what makes your process unique: do you conduct case studies? Informal meetings with the team? Do you offer constructive feedback to all candidates?→ By being transparent and detailed about your process, you send a strong signal of professionalism and respect. You show the candidate that you value the time and energy they dedicate to you.ConclusionMastering your company's presentation during an interview is an essential first step. But to attract and sustainably convert the best profiles, it is necessary to optimize your entire candidate experience, well before the interview.This is precisely where Jobloom assists you in getting ahead.We help you build an efficient recruitment ecosystem with:👍 A tailor-made career site: We create a personalized career site for you, with content specifically designed to attract the profiles you are looking for.👍 A smart ATS : Simplify and manage all your recruitment processes from an intuitive and powerful platform.👍 Video job offers: Transform your listings into engaging video snippets, broadcast through highly targeted digital campaigns to reach talent where they are.👍 Employer Branding Consulting: Our experts assist you in defining and implementing your employer DNA to stand out as a top choice company in the long term. 🚀 🌟‍

The Recruitment Scorecard: Your Tool for Fair and Effective Hiring

Eliminate biases from your interviews. Discover the Recruitment Scorecard, a tool for assessing candidates on objective criteria: mission, skills, and values.In this article, we will explore how scorecards can transform your recruitment process into a model of objectivity and efficiency, while reinforcing your commitment to diversity and inclusion.The scorecard, or evaluation grid, is a recruitment tool designed to ensure a standardized and therefore more equitable analysis of applications. Specifically, it is a structured chart that allows for the scoring and comparison of profiles in a consistent manner throughout the process, from the interview to the final decision.This practical guide will explain to you:The definition and composition of an effective scorecard.The reasons why she has become a major asset to objectify and accelerate recruitments.The key steps to creating your own scorecard and sustainably optimizing your hiring processes.Did you know? According to a study by the SHRM (2022), 34% of companies have already adopted scorecards. This figure rises to 56% in the tech sector, demonstrating its effectiveness in the most competitive environments.The recruitment scorecard: definition and principleMuch more than just a tracking board, the scorecard is a true structured assessment framework. Often presented in the form of a spreadsheet, it formalizes the skills, qualities, and experiences essential for excelling in a given position. It also translates performance expectations into clear and measurable objectives. For each defined criterion, a score is assigned according to a predetermined scale.Its usefulness spans several levels:During recruitment, it is used to assess each candidate on an objective basis, facilitating a factual comparison of their skills and backgrounds.After hiring, it becomes a management tool to track the skill development of the new recruit by providing clear benchmarks and measuring their progress towards the set goals.In the long term, it helps to identify training needs and ensure that individual goals are perfectly aligned with the company's overall strategy.💡 The scorecard is the reference document that formalizes your expectations in terms of recruitment. It structures the definition of the need, guides the search for profiles, and directs the course of the interviews. It's a real GPS for the recruiter, ensuring that they stay on the right track at each stage.The immediate benefits of a scorecard for your recruitmentAdopting a scorecard introduces a culture of rigor and impartiality at the heart of your hiring processes, generating significant benefits.Enhanced objectivity: By relying on explicit and factual evaluation criteria, the scorecard minimizes the impact of cognitive biases and unconscious prejudices.Increased efficiency: By clarifying expectations from the outset, this tool saves a significant amount of time and energy for all involved.Stakeholder alignment: The scorecard ensures that recruiters, managers, and hiring teams share a common and clear vision of the job requirements.Culture of continuous improvement: By analyzing the performance of the assessed candidates, you can identify the strengths and weaknesses of your process to continuously refine it.Key figure: 75% of candidates have a better image of companies that implement a transparent and objective recruitment process (Source: Glassdoor).How to build your first scorecard in 5 stepsIf you are new to this tool, it is recommended to start with a position for which you recruit frequently. This will allow you to familiarize yourself with the method before applying it to more strategic or complex recruitments.To build an effective scorecard, follow this roadmap:Clarify the job position's mission: Write in a few sentences the purpose of the role, its short and long term objectives, as well as its key responsibilities.Identify the skills and expected outcomes: List the essential technical (hard) skills and interpersonal (soft) skills. Also define 5 to 10 quantifiable and measurable objectives that the person should achieve.Establish a clear grading system: For each skill, create a simple rating scale (for example, from 1 to 5, or "Insufficient" to "Expert") to allow for an objective comparison.Weigh the criteria according to their importance: Not all criteria carry the same weight. Assign a weighting to each skill to reflect its strategic importance for the position.Test and iterate: Deploy your scorecard during your next recruitment. Gather feedback from evaluators and analyze its relevance to adjust and improve it.👍 The key takeaway: The scorecard disciplines the recruiter by forcing them to focus on predefined objective criteria. It sets aside intuition or the 'gut feeling' during the initial stages, ensuring an impartial evaluation. The more subjective analysis of 'culture fit' or 'team fit' can then take place later, on a foundation of candidates already objectively qualified.👍 Over time, you will develop a library of customized scorecards, typically one for each type of position, to increase accuracy and efficiency.The strategic advantages of the scorecard for your HR process🎯 Define the actual requirements for each positionWhether one is a recruiter or a manager, the temptation to embark on recruitment without thorough consideration of the need is great. The scorecard acts as a strategic safeguard: it imposes an essential step of clarification.Your job is to analyze the position from all angles: skills, qualifications, soft-skills, as well as the dynamics with future teams and stakeholders. To do this, question the relevant managers and employees to obtain as many details as possible. Then, challenge yourself:Can you describe the mission of this future employee in two impactful sentences?Are you able to list five specific goals that he or she will need to achieve in the first year?What are the five key performance indicators (KPIs) that will be used to assess its success after 6 months, 1 year, and 2 years?This exercise structures your thinking and ensures that you are looking for the right person for the right role.🙈 Ensure impartial and inclusive recruitmentThe primary goal of the scorecard is to establish a fair and standardized evaluation for all candidates. Each profile is assessed based on the same criteria, through questions prepared in advance for each skill. This method allows for a systematic and factual comparison of the responses.🔥 The scorecard has become a cornerstone of Diversity, Equity, and Inclusion (DE&I) strategies. In the United States, its use is widespread, particularly to protect companies against potential discrimination claims and to actively promote a fair corporate culture.For instance, to assess a future department head, you could structure your evaluation like this:Skill: Team performance management.Question: "Describe a situation where you had to manage an underperforming employee. What actions did you take and what were the results?"Rating: 1 (no relevant experience) to 5 (proven experience with quantifiable results).These notes, combined with those from technical interviews and other evaluators, form a solid and defensible decision-making foundation.💪 Strengthen your employer brandA structured, transparent, and fair recruitment process is a powerful driver of your employer brand. By using a scorecard, you send a strong message: your company is committed to equity and offers an equal opportunity to all talents.This approach significantly improves the candidate experience. The scorecard also becomes a valuable tool for providing constructive and detailed feedback, even to unsuccessful candidates, which demonstrates your respect and professionalism.💹 Monitor and develop employee performanceThe usefulness of the scorecard does not stop at the signing of the contract. Once the employee is integrated, it becomes a reference document for their long-term monitoring.It is particularly relevant during annual appraisal interviews to measure the achievement of set goals and the ongoing alignment with the mission. It provides a clear view of the employee's trajectory and can serve as a basis for discussing a promotion, identifying training needs, or analyzing the reasons for a premature departure.💾 Leveraging data for continuous improvementFinally, the scorecard is an excellent way to collect and organize data (anonymized) on candidates and processes. By digitizing this information, companies can generate long-term statistics to refine their recruitment strategies.This analysis helps to better anticipate future needs, identify the skills that are hardest to attract in the market, and recognize recurring patterns that may indicate past evaluation errors.ConclusionIn summary, the scorecard is much more than just an evaluation grid; it's a strategic tool that brings rigor, fairness, and performance to your entire recruitment cycle and talent management process.Implementing such structured processes may seem complex, but it's a crucial investment for the sustainable performance of your teams.At Jobloom, we are convinced that the combination of human expertise and rigorous methodologies transforms recruitment. We integrate the scorecard approach to help you make smarter hiring decisions, build diverse teams, and secure your growth with the right talent.Ready to structure your recruitment to attract and retain the best? Contact Jobloom experts for a personalized consultation.

Is your job search not getting anywhere? 7 unexpected obstacles that are holding back your application

Is your job search at a standstill? Discover 7 unexpected obstacles (resume, interview, follow-up) that are holding back your application and our practical advice for overcoming them.The realization is bitter: weeks, or even months, spent poring over job listings. Your application is ready, you've sent out dozens of resumes, personalized each cover letter... and yet, the phone remains silent. Or worse, you go through interviews that lead nowhere, leaving a taste of bewilderment and frustration.You know that you have value, skills, and motivation. So, what's holding you back?If this situation resonates with you, take heart. It's often not a lack of talent, but a series of small details that, when added up, sabotage your efforts. Let's analyze together 7 common reasons that might explain why you haven't yet landed your dream job.1. Your resume: a mere document or your best ambassador?The resume is the first door you open. However, this door is often guarded by a robot. Applicant Tracking Systems (ATS) have become the standard. They sort, filter, and rank resumes before a human eye even sees them. If your resume isn't "readable" by them, you're invisible.The keyword trap: The ATS looks for an exact match with the terms in the job listing. If the ad mentions "Agile Project Management" and your resume refers to "project management", you lose points.The solution: Analyze the job listing and incorporate the exact keywords and phrases (skills, software, job titles).Tip: Copy-paste the job listing into ChatGPT and ask it: "List the essential skills and keywords from this ad to optimize my resume."Form before content: A design that's too creative, with columns, images, or exotic fonts can make your resume unreadable to software.The solution: Opt for a simple and classic layout (Word or text PDF format). Keep your creativity for your portfolio or personal website.The lack of evidence:"Sales Manager" means nothing. "A 15% increase in sales over one year in the Northern sector" is proof. 57% of recruiters lament the lack of quantified examples.The solution: Quantify your successes! Use powerful action verbs ("I developed", "I optimized", "I reduced") and numbers to illustrate each key task.2. Your online image: a showcase open 24/7Don't be naive: 9 out of 10 recruiters admit to "googling" candidates. Your social networks are an extension of your resume. Poor management can be a deal-breaker.On LinkedIn: A neglected profile, without a photo or with an outdated title, sends a signal of carelessness. It's like coming to an interview with a stained shirt.The action to take: Update your title, summary, and experiences. Ask for recommendations. Share a relevant article once a week to show that you are active and passionate about your field.On personal networks (Facebook, Instagram, X...): Your privacy is yours, but if your profiles are public, they become professional. Pictures of excessive partying, strong political opinions, or complaints about your former job can scare off an employer.The action to take: Clean up! Set your accounts to "private" and only keep your close friends. If you care about your freedom of speech, use an unidentifiable pseudonym.3. The cover letter: why you and not someone else?Too many candidates rush this step, sending generic letters that scream "I'm applying everywhere". A cover letter should answer one question: why should we choose YOU for THIS position, in THIS company?Avoid copy-pasting: Show that you have done your research. Mention a recent project of the company, one of its values that resonates with you, or a specific challenge you can address.Be the solution: Don't just list your skills. Explain how they will solve a problem for the company. "My experience in logistics will allow me to optimize your supply chain and reduce lead times, as I have done at X."4. The interview: a dialogue, not an interrogationYou've finally landed the interview! This is where it all comes together. A perfect resume will never make up for a poor oral performance.Lack of preparation: Arriving without knowing the company's activities, its competitors, or its current events is a serious mistake. It shows a lack of motivation.Easy criticism: NEVER speak ill of your former employers, colleagues, or managers. Even if you are right. It makes you appear negative and unreliable. Talk about "challenges" or "environments that no longer matched your aspirations".Passivity: An interview is an exchange. If you don't ask any questions at the end, the recruiter might think you're not that interested. Prepare 2 or 3 relevant questions about the team, the challenges of the position, or the company culture.Talking about money too soon: The issue of compensation is important, but don't bring it up right away. Let the recruiter initiate the conversation. First show your interest in the role.5. Follow-up: The Art of Staying on People's MindsThe interview is over, but your work isn't. Lack of follow-up is often seen as a lack of interest.The thank-you email: Within 24 hours, send a brief personalized email to thank the recruiter for their time. Reiterate your interest briefly and mention a specific point from your conversation to jog their memory.Smart follow-up: If the deadline for a response has passed, a polite and concise reminder is perfectly acceptable. It confirms your interest without seeming pushy.6. The "horse eye" search: the trap of the ideal positionYou have a very clear idea of the position, the sector, and the type of company you are targeting. That's a good thing, but if it's too rigid, you are closing doors on yourself.Broaden your horizons: A 'Communications Officer' position in a small or medium-sized enterprise could offer you more responsibilities and skills than an 'Assistant Communications' role in a large corporation. Be open to related opportunities that will allow you to enhance your skills.The power of networking: Attend industry events, engage with professionals on LinkedIn. Your next job may not be on a job listing site, but at the end of a conversation.7. Honesty: Unwavering ConsistencyRecruiters have a knack for spotting inconsistencies. A small lie on the resume can create discomfort and destroy trust during the interview.Do not embellish the truth: Do not claim to have mastered a software that you barely know or to have managed a project that you merely supervised.Own your journey: A gap in your resume? An experience that ended poorly? Prepare an honest and positive explanation, focused on what you have learned from it. Authenticity is much more valued than feigned perfection.Conclusion:‍La recherche d'emploi est un marathon, pas un sprint. Chaque "non" est une occasion d'apprendre et d'affiner votre stratégie. Soyez rigoureux, restez positif et considérez chaque étape du processus comme une chance de montrer le meilleur de vous-même. En corrigeant ces freins, vous ne chercherez plus seulement un emploi, vous irez le décrocher.💌 Subscribe to our newsletter!

The OKR Method for HR: The Guide to Align Strategy and Performance

Align your HR strategy with clear OKRs. Discover our practical guide with examples for recruitment, engagement, and performance of your teams.In a world where HR departments are increasingly called upon to be strategic partners, one question remains: how can we ensure that the daily actions of our teams truly contribute to the company's overall vision? How do we move from 'busywork' to 'impact'?This is precisely the challenge that the OKR method (Objectives and Key Results) aims to address. In an enlightening discussion led by Amelie Alleman, expert Thomas Dusart, founder of DOKR and OKRscore, unraveled the secrets of this transformative approach. We have synthesized for you the essential points to make OKRs a lever of performance for HR.OKR: What exactly is it?Beyond the acronym, the OKR method is a management framework that helps organizations align their teams around ambitious and measurable goals. Its power lies in a fundamental distinction that Thomas Dusart emphasizes: the difference between the 'output' (what we do) and the 'outcome' (the benefit that we generate).The Output: "We have launched a new software." It's an action, a task completed.The Outcome: "We have increased our recurring revenue by 15%." That's the result, the impact of the action.The OKR method forces teams to focus on the outcome. The structure is simple:Objective (O) : This is the direction, the destination. It should be qualitative, ambitious, and inspiring. It answers the question: "Where do we want to go?"Key Results (KR) or Key Outcomes: These are the milestones that indicate whether we are on the right track. They must be quantitative, measurable, and time-bound. They answer the question: "How will we know that we have arrived?"Simple example:Objective: To significantly improve employee satisfaction to become an employer of choice.Key Result 1 : Increase the eNPS (Employee Net Promoter Score) from 20 to 40 by the end of the quarter.Key Result 2 : Reduce the voluntary turnover rate from 15% to 10% over the same period.The Crucial Difference: OKR vs. KPIA common confusion for HR professionals is the distinction between OKR and KPI (Key Performance Indicators). Thomas Dusart offers a simple and powerful analogy: The KPIs measure the health of the business (the business as usual). They are like the dashboard indicators of your car (speed, fuel level). They should remain stable or improve slightly. Examples: monthly turnover, absenteeism rate.OKRs measure the transformation and ambition. They are the GPS that guides you towards a new destination. They are temporary and aim for significant change. Examples: Launching a new market, implementing a new HRIS.In summary:KPI (Key Performance Indicator)OKR (Objective & Key Result)GoalMeasure ongoing health and performanceDrive change and transformationNatureQuantitative, often permanentQualitative (O) and quantitative (KR), temporaryFocusBusiness as UsualAmbition, new projectsExample HR Employee retention rateIncrease engagement by 20% following an action plan‍Implementing OKRs in HR: Concrete ExamplesHow does the OKR method actually apply to HR performance management? Here are some examples from the expertise of Thomas Dusart:1. Strengthen the Employer BrandObjective: To become a benchmark in employer branding to attract the best talents in the industry.Key Result: Increase the number of qualified unsolicited applications by 30% within 6 months.2. Optimize the Productivity of the HR DepartmentObjective: Implement a new HRIS to free up time on administrative tasks and focus on strategy.Key Result : Increase the number of employees managed per HR staff member by 25% without compromising service quality.3. Conquer a New MarketObjective: Implement an effective recruitment process for our expansion into the American market.Key Result: Hire 5 strategic talents based in the United States by the end of the year.The Keys to Success (and the Pitfalls to Avoid) for a Successful ImplementationEmbarking on OKRs is not just a matter of tools, it's primarily a cultural shift. Here are the key success factors identified by Thomas Dusart:1. Top Management Sponsorship: Non-NegotiableThis is an essential condition. If the management does not 'speak' OKR, does not use them to communicate its own priorities, and does not lead by example, the approach is doomed to fail. Alignment must start from the top.2. Autonomy and Focus: Less is MoreOKRs are not "cascaded" from the top down. The management sets the vision (the company's objectives), and each team autonomously defines how it will contribute. The key is focus: a team should not have more than 1 or 2 transformative OKRs per quarter. This protects teams from impromptu "good ideas" and helps them concentrate on what creates the most value.3. The Right to Make Mistakes: Separate OKR and CompensationThis is a critical point. Directly linking variable compensation to the achievement of OKRs kills ambition. Teams will set easy-to-achieve goals to secure their bonus, at the expense of innovation. OKRs should promote an environment of psychological safety where one can make mistakes, learn, and adjust.4. Discipline and Rituals: Creating ChampionsThe OKR method requires discipline: regular progress check-ins, quarterly retrospectives to analyze successes and failures. To maintain this momentum, it is essential to appoint "OKR Champions" within the teams. These referents become the guardians of the method, trained to assist their colleagues and ensure the consistency of the process.ConclusionThe OKR method is much more than just a tracking tool. It's a comprehensive framework for translating an ambitious HR strategy into concrete and measurable actions. To succeed in its implementation, remember these three pillars:Focus on the impact (outcome) rather than on the activity (output).Ensure full sponsorship from management to guarantee alignment.Decouple OKRs from compensation to encourage ambition and the right to fail.For a full immersion into the topic and to listen to the entire exchange, find Amelie Alleman's podcast.Adopting OKRs is ultimately about choosing to transform the performance culture by giving everyone the clarity and purpose needed to not only work more, but more importantly, work better.

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 top talent.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 eliminating it 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 was subsequently expanded.This new approach has prompted recruiters to refine their upfront evaluation process to minimize the risk of error. Specifically, the company has recorded a significant reduction in its hiring times and a noticeable decrease in turnover within the first six months.7. Mastering social recruiting for a direct and mobile approachThe role of social media in recruitment has changed dramatically. The era of the simple link redirecting to a career site is over, especially since more than 60% of candidates search for a job using their smartphone and the Millennial generation represents over 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 with.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 CandidatesA 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 attractive opportunities, represent a pool of high-quality talent. The major advantage is that they are not overwhelmed with competing offers when 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 recruitmentThe 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 programActivate your best talent acquisition channel: your own teams. Their personal and professional networks are a pool of qualified profiles that are 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 PartnerThese 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. To engage our firm is not just to outsource a task; it's to integrate 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.

10 Effective Strategies to Speed Up Your Recruitment in 2025 (part 1)

Ready to optimize your recruitment in 2025? Discover the top 5 hacks from our guide to attract the best talent faster. From AI to the perfect job offer, speed up your hiring process.At Jobloom, we are convinced that efficiency and clarity are the pillars of successful recruitment. In this two-part article series, we present to you 10 concrete recruitment hacks that are directly applicable to energize your hiring processes in 2025.Discover in this first part the first 5 strategies that will help you attract, assess, and recruit the best profiles with renewed agility.1. Integrate AI to automate and optimize your HR processesArtificial intelligence represents a true technological revolution for sourcing and preselection phases, allowing for a profound optimization of your recruitment funnel.Advanced algorithms are now capable of analyzing resumes and cover letters to identify key skills and relevant backgrounds, which drastically reduces the time allocated for manual sorting of applications.Moreover, the implementation of intelligent communication systems allows for the automation of some exchanges with candidates, ensuring a smooth and transparent communication. This personalized approach enhances the candidate experience while freeing up valuable time for your teams.Recruit faster and better with the ATS Jobloom‍Jobloom a été conçu par des experts RH pour répondre aux défis du terrain. Notre ATS intègre des fonctionnalités pensées pour rationaliser l'ensemble de votre cycle de recrutement :Centralization and tracking of applications for a 360° view.Automation of communication to keep candidates engaged.Creating a pool of qualified talents, constantly updated and easy to query.2. Expand your reach with sponsored job listingsTo significantly expand your talent pool and shorten your hiring time, consider investing in targeted advertising campaigns for your job postings.LinkedIn is the platform of choice for this type of paid advertising, offering a range of formats and pricing models suited to your goals, including:Increased visibility of your listings in the search results of active candidates.Push notifications sent directly to the mobile devices of qualified profiles.Broadcasting your ads in the news feed of users who precisely match your targeting criteria.Sending targeted recommendation emails to reach the most relevant talents.LinkedIn's advertising model is primarily based on cost per click (CPC), which means you only pay when a potential candidate shows concrete interest by viewing your ad.3. Write job descriptions that convert: clarity and impactYour ideal candidate should be able to envision themselves in the position in the blink of an eye. To achieve this:→ Abandon the endless lists of skills. Opt for concise sentences, structured around action verbs that describe the concrete tasks and responsibilities of the position.→ Ban corporate jargon and excessive job titles ("ninja", "rockstar", "guru"). They lack inclusivity and can deter excellent candidates from applying.→ Play the transparency card by indicating a salary range. Do not forget to list the additional benefits (perks) and the distinctive elements of your company culture.→ Clarify your remote work policy: how many days per week? Which ones? Who decides? Be specific and factual.A study by HelloWork reveals a significant gap: while 55% of candidates consider this information on teleworking crucial from the job offer, only 31% of recruiters mentioned it in 2022.4. Consider the freelance talent pool for your specific needsLong confined to the tech sector, freelancing has experienced exponential growth. In Belgium, independent workers make up nearly a quarter of the workforce: a pool of talent that is often underutilized.Let's dispel a persistent myth: the vast majority of freelancers are highly skilled experts. More than half of them have embraced this status after the age of 40, backed by solid professional experience. Their diverse background across various organizations gives them a valuable external perspective, capable of enhancing your strategic vision.5. Stand out with an authentic employer brand and quality contentThe advent of generative AI has democratized content creation (articles, visuals, videos), but often at the expense of originality. We are witnessing a phenomenon similar to the arrival of Auto-Tune in music: everyone can appear 'on key', but uniformity threatens creativity and authenticity.This is particularly true for your employer brand. To preserve your uniqueness and faithfully embody your values, your content strategy must prioritize quality over quantity.Regardless of the chosen medium (blog, video, podcast...), each publication should be designed to inform, engage, and create an authentic connection with your audience. Every piece of content should have a specific purpose within your communication ecosystem, and not just serve as filler.Conclusion and Call to ActionImplementing these first five strategies is the initial step to modernize your recruitment processes. But to turn these efforts into tangible and lasting results, it is essential to equip yourself with the right tools.This is exactly where Jobloom comes in. Our all-in-one recruitment platform (ATS) is designed to centralize your efforts, automate time-consuming tasks, and empower you to focus on what's most important: creating human connections with top talent.Ready to take it to the next level? Find out how Jobloom can simplify and speed up your entire recruitment process. Schedule a customized demo with our experts today.

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 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, while necessary, are just the tip of the iceberg. The real revolution, the one that is unfolding 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 AIYesterday, 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 abilities.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 Better RetainThe 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 signalsBy analyzing anonymized and aggregated diverse data, 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 invites starting 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 AIThe 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 pathsAI-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 set 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 ROIFor 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 decisionTechnology 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 perform the best?Assessing the impact of well-being: Is there a correlation between team engagement scores and their business performance?Optimizing 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 PerformanceThe 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 capitalTools 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 who are 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: Make Your HR Strategy a Reality with JobloomUnderstanding these trends is the first step. Implementing them to gain a competitive edge is another. HR digital transformation 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 job 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 talents who share your vision and wish 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.

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“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.

Recruter sans outils digitaux, c’est un peu comme pêcher sans filet : on finit par passer à côté des meilleurs profils. 

Aujourd’hui, les candidats veulent postuler aussi facilement qu’ils commandent sur Amazon — et si ce n’est pas le cas, ils passent à l’offre suivante.Voici les 10 erreurs les plus fréquentes que font encore (trop) de PME… et comment les éviter.1. Un site carrière figéUne simple liste d’offres ou des PDF à télécharger → taux de conversion quasi nul (0 à 2 %).2. Pas de mobile firstAlors que plus de 90 % des candidatures se font sur smartphone.3. Des formulaires à rallongeLettres de motivation obligatoires, 20 champs à remplir, étapes multiples… les candidats fuient.4. Aucune marque employeurPas de contenu qui donne envie de rejoindre votre boîte plutôt qu’une autre.5. Des process éclatésCandidatures par mail, suivi dans Excel, CV dans Dropbox → perte de temps et d’efficacité.6. Pas de base de données centraliséeOn oublie les bons candidats, on recontacte les mêmes profils, on perd la mémoire collective.7. Pas de visibilité multicanalLes offres ne sont publiées que sur LinkedIn ou Indeed → portée limitée.8. Zéro automatisationLes recruteurs passent des heures à trier ou envoyer des refus manuellement.9. Manque de feedback candidatAucune réponse claire ou rapide → image employeur abîmée.10. Recrutement perçu comme administratifAlors qu’avec les bons outils, on peut redonner du temps à l’humain, à l’échange, à la rencontre.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 ?

Jobloom, c’est un ATS ? Oui… mais pas que ! 

On nous pose souvent la question : « Jobloom, c’est un ATS ? » Au début je ne voulais pas développer d’ATS. Par ce que tous les ATS se concentrent sur le back-end : trier les CV, gérer les candidatures, suivre les étapes.C’est utile… mais ça ne résout pas le vrai problème : faire venir les bons candidats.Chez Jobloom, on a pris le problème à l’envers.On part du front-end — un site carrière qui attire, engage et convertit (jusqu’à 24 % des visiteurs postulent, contre 0 à 2 % en moyenne).On y ajoute la multidiffusion sur plus de 100 canaux (LinkedIn, Google Jobs, Indeed, Talent.com…), une expérience mobile-first ultra fluide, et un ATS intelligent dopé à l’IA pour tout centraliser sans friction.En clair : Joblot, c’est bien plus qu’un ATS.C’est une solution de recrutement digitale globale, pensée pour les PME.

Christelle Lempereur, DRH de Léonidas. 

" Nous avons reçu 55 candidatures sur un profil atypique et ça, c’est parce que cette offre publiée par ce site (jobloom) génère beaucoup d’attractivité et beaucoup de visibilité. "

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.