In 2022, job vacancies reached a record level in France (up to 3.32%) and one company in four had to give up recruiting an executive because they could not find the right candidate for the role. This finding, along with the mismatch between candidates’ qualifications and the jobs available, raises questions over companies’ recruitment methods. “It is very difficult to attract candidates, who are now very demanding,” says Marielle Duvivier, talent acquisition partner at Vestas France, a multinational company specialising in wind turbines. “For the most sought-after positions, candidates ask us for a short recruitment process, lasting less than a month,” she adds. Not all companies are able to offer this.
Using AI technology to better target candidates
Conceived as a means of speeding up decision-making, artificial intelligence was being used by 64% of recruiters in 2018, in particular to sort through CVs. Programmatics comes into play at another level, helping to source candidates, especially when the company wants to attract a certain profile. Alice Leroy, head of digital communication and employer brand at Continental Automotive France, explains: “In 2023, we have specific types of positions to fill, which require specific expertise: we are recruiting software engineers, cybersecurity engineers, for production in the factory, as well as electrical engineers (more than 200 per year).”
