Long considered to be binding, vocational training has become a vector of attractiveness in the eyes of candidates on the job market.
But what is the attractiveness of businesses based on? And why is training now emerging as a lever for action to attract new employees in the midst of a “war for talent”? That's what we're going to see.
What makes a company attractive?
Attractiveness refers to ability of a company to attract the interest of talent. It is therefore a question of its ability to attract candidates during recruitment. But also to retain its employees.
In practice, several factors are likely to impact the attractiveness of a company.
At the external level, these include territories and sectors of activity: poor image of professions, housing problems, accessibility to public services... At this level, the capacity of companies to act is often more or less limited.
On the other hand, with respect to the organization itself, there are other attractiveness criteria to which candidates pay particular attention like:
- the meaning of the business project;
- management;
- compensation and benefits;
- quality of life and working conditions (QVCT);
- professional development opportunities.
For his part, the employer therefore has several HR levers to act on the attractiveness of your company, including training.
Corporate training: a new recruitment weapon
According to the 4th training and employment barometer published by Centre Inffo, nearly one in two working people perceive a rapid evolution in their profession. In fact, 86% believe that it is essential to learn about the challenges of a rapidly changing world of work.
But it is the following figure, revealed by the study, that is the most interesting: 72% of working people also consider that the company has a role to play in the continuing education of employees.
As a result, the ability of an employer to value professional development, to support and support the development of its employees in skills is a strong differentiator. And that, since she comes meet the new expectations of recruitment candidates.
Attracting candidates through the training plan
Thus, recruiting new employees through a skills development policy is possible. Moreover, this approach makes it possible to differentiate yourself from the competition.
However, provided that a continuous learning strategy is proposed in line with the needs of (future) employees. And this, as soon as they are integrated into the company.
In this sense, the internal training strategy should ideally be composed of learning common to all teams. But also personalized training sessions, according to the individual needs of the learners.
To do this, several educational methods can be put in place and valued during the recruitment processes. For example, this is the Blended Learning And of Social learning. Or even the Gamification, of theAfest, etc.
Training to boost the attractiveness of the company
The war for talent is raging on the job market. At the same time, vocational training is a major concern for working people.
Logically, access to training throughout a career, including on-the-job training, is one of the criteria for choosing talent. There is no doubt that between two employers, a potential candidate will then more naturally choose the one that offers him, among other things, the possibility of:
- benefit from an evolving professional career;
- to enrich your skills (Hard Skills and soft skills);
- maintain employability.
Communicate about training programs during recruitment is then revealed to be essential. Insofar as employees are more receptive to recruiters who are committed to investing in their professional future, it is a winning approach that helps to boost the attractiveness of a company.
