As platforms multiply and head hunting companies redouble their efforts, some companies remain at a standstill. Given the shortage of talent in some sectors, companies need to intensify their creative efforts and find new ways and means of attracting candidates in order to retain and acquire new recruits. The traditional process of recruitment where the candidate simply replies to a job advert is being challenged in favour of what really makes up the company's values: the employees.
The true assets of the company, employees are seeing the scope of their role grow and are turning into real talent hunters.
What is co-optation?
Co-optation aims to let your own employees find their future work colleagues. They use their own personal network. Far removed from traditional processes, they take on the role of a recruiter for a few hours. Who better than an employee to sing the praises of their company? We cannot stress this enough: your team members are your best ambassadors! They are the very essence of your company culture. A happy and fulfilled employee who is proud of their company will be much more likely to recommend you to an expert in their personal network. This approach goes beyond the employee’s circle of contacts, as some members of staff no longer hesitate to take initiative and contact interesting and suitable-looking profiles directly on dedicated platforms such as LinkedIn.
Why use co-optation?
#1 Increase efficiency
Let’s go back to the traditional recruitment process. The first 3 steps are sorting CVs, HR interviews, and manager interviews. These involve analysing the future employee's technical skills for the position. These first three stages of candidate pre-qualification and qualification require time and resources for an outcome that doesn't always meet expectations.
Use a co-optation process and save time! Before putting forward a candidate for a position to HR, your employee will have already checked the candidate’s technical skills. Even if you still need to check several points before blindly launching into signing the contract, the chances that the candidate does not fit requirements have been drastically reduced.
#2 Save money
Even if co-opters usually receive a bonus at the end of the candidate’s trial period, these bonuses are nothing compared to the cost of the traditional recruitment process for rare talent. In order to find a technical profile or an expert in a particular field, companies sometimes have no choice but to consult a head hunting firm.
#3 Find compatible candidates
Your employees are at the heart of your company culture. The candidates that have been pre-selected by your budding head hunters will not only have the technical skills, but also the people skills and qualities that correspond to your expectations. Before suggesting a profile to the final recruiter, the employee will have already spoken with the candidate at length. They know in advance if they are capable of fitting in and if they will mesh with the company culture.
#4 Build trust
The co-opter will only put forward a candidate if they can be certain that they will add value to the company and fulfil their duties successfully. Co-opters trust and believe in the candidates they put forward. The final recruiter trusts their employee and this will play a part in their final decision.
#5 Involve your teams in the life of the company and strengthen their sense of belonging
Let’s talk about Employee Advocacy. This concept involves making your employees the best ambassadors of your company. Because they are immersed in the company's life, they won’t think twice about sharing your news and content on social media, talking about it and proudly representing your company outside of the workplace. In this way, co-optation strengthens your teams’ sense of belonging. They are actively participating in the development and growth of their company by finding the talents of tomorrow. By entrusting them with this strategic, key role of head hunter, you strengthen that feeling even further. Employee Advocacy and co-optation programmes are at the core of a virtuous circle for developing your employer brand and searching for rare talent.
Okay, but at what cost?
We recruit people who are like us. Employees tend to think that profiles similar to theirs in terms of experience and education meet the criteria of the ideal candidate. By surrounding themselves with identical candidates, companies gain operationally but not in terms of innovation. Differences in career history, experience and aspirations contribute to the strength of a company. So say yes to co-optation, but make sure you assist your employees and educate them in the process.
Formalising a co-optation programme Give them the tools...
Your employees aren’t professional recruiters, so provide them with everything they need to carry out their new assignment
- Put together a communication kit dedicated to co-optation so that they have everything they need to present the company in its entirety.
- Publish job adverts in a common area so that your employees are aware of the profiles that you are currently seeking.
...and the method!
- Make a public form available to your employees where they can enter any information relating to the co-optation.
- Devise a simple and collaborative co-optation process to inform the employee/recruiter about the successful advancement of the candidate they found.
- Set up a bonus system for employees who find a keeper.