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As a key role in the engagement and retention of its executives, the onboarding of new talents is an important moment for a company. More than just saying “welcome”, professionals often speak of the “onboarding process”, which implies that every new employee will be entitled to a precise sequence of operations in order to have a certain level of information to carry out his or her new tasks properly. How can this be done successfully? Let’s find out!

The last few years have been affected by multiple disruptions: economical, sanitary or even social ones. An upheaval for many companies which are now facing major structural and organizational issues induced by these crisis. Have you too felt the need to make a change in your structure? But where to start? The interim manager is there to help you.

In a difficult economic context, executive employment in 2022’s third quarter continues to be dynamic in the private sector in France. It increased by 0.4% in the third quarter, which means 89,400 additional jobs compared to the end of June, according to Insee forecasts.

The working world is always improving. From Taylorism* to today’s “War for Talent” movement, our society and its economic model are evolving and transforming everyday. In order to avoid the consequences of these changes and to turn this evolution into a deep core growth, companies must think about a strategy for recruiting and retaining talent. But then, as a business owner, how can you avoid your employees leaving? Fitch Bennett Partners has some answers for you.

The tensions in the recruitment market for “top manager” profiles, resulting from a mismatch between the reciprocal expectations of supply (company) and demand (candidate), made it inevitable for companies wishing to attract talented women and men to ensure the quality of their “employer brand”. This strategy consists in creating an attractive image for the company itself in order to encourage partners, clients, employees and talent to want to work for the enterprise. But the question is… How can companies develop a strong and sustainable employer brand to attract new talents?

In a market in which recruitment is very competitive, it is increasingly difficult to identify and attract the right profile in perfect adequacy with the proposed position. Between the long delays in processing applications, the inappropriate profiles for the mission and the multiplication of ads beyond social networks, with mixed results, managers are struggling to strengthen their organization of key profiles. To curb these situations, trusting the advice of a headhunter can save a lot of time. But how to choose the headhunter who will make the difference? Our experts answer.

Faced with competition in the start-up and scale-up ecosystem and the rapid emergence in France of so-called “unicorns” (companies valued at more than 1 billion euros – there are 25 of them, 23 of which are active in France after the IPOs of OVH and Deezer) and their massive need to recruit specialized expertise in a timeframe that defies all competition.

From the overwhelmed CEO to Slow Leadership, the way to handle situations from a crisis environment.

Recruitment Trend Analysis. The second quarter of 2022 confirms our analysis of companies’ hiring outlook in a volatile, uncertain, complex and ambiguous (VICA) environment.

In 2022, are positions of responsibility still given based on the gender of candidates? Not so sure! An improvement in professional equality has clearly emerged in boards of directors since 2011, with the enactment of the Copé-Zimmerman law.

This first quarter of 2022 confirms the dynamics of the job market initiated in 2021. In this context, companies are facing strong competition on the search for talented men and women which is becoming a key issue in all organizations.

This difficulty in recruiting and retaining candidates is particularly tangible in digital, high-tech and sales jobs, where offers are multiplying. During the Covid-19 period, many companies realized the importance of prospecting and being part of the digitization. These companies, no longer wishing to subcontract, even massively hired professionals to carry their digital projects in-house. “Many employees now carry out their activity from work, in remote work.

The startup, scaleup and unicorn eco-system: 224,000 jobs are expected to be created between 2020 and 2025 – one of the leading sectors that create private jobs in France.

For every direct job created by start-ups, 5.2 indirect jobs are created – compared to an average of 1.4 for industrial enterprises in France.

With globalization, increasingly fierce competition and the global health crisis, companies in particular are facing new challenges.

As far as companies are concerned, in order to remain competitive and become number one on the market, companies must review some important points, adapt, adjust their vision and their approach to the major changes to come.

Here’s what we’re going to cover in this article: the strategic decisions that leaders need to make.