Engage French professionals: Best practices for increasing response rates in recruitment

In an increasingly competitive job market, mastering the art of active sourcing is essential for recruiters, especially when seeking to attract talent beyond their domestic market. For companies looking to recruit in France, the challenges can be numerous: cultural differences, language barriers, and varied professional expectations. We provide practical strategies to help you increase response rates in your active sourcing efforts on the French job market.

When recruiting in the French job market, understanding its unique dynamics is crucial to increasing your response rates in active sourcing. The French labor market is governed by a complex set of regulations and cultural norms that impact how candidates perceive job opportunities and respond to recruiters. For instance, French professionals often value work-life balance and job security, leading to a more cautious approach to career changes.

French employees are generally more loyal to their current employers compared to other European markets. This loyalty can make them less responsive to unsolicited job offers, especially from foreign companies. Many French professionals prefer to work for companies with a strong domestic presence or those that demonstrate a deep understanding of the local culture.

Like Michel et Augustin (a popular gourmet food company) have successfully attracted top talent by emphasizing their commitment to maintaining a strong local identity and corporate culture. Such companies often promote their values and local engagement, making them attractive to candidates who prioritize community impact and cultural alignment.

"Many French professionals prefer to work for companies with a strong domestic presence or those that demonstrate a deep understanding of the local culture."

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

Personalization is key when reaching out to French candidates. Generic messages are often ignored, while tailored messages that reflect an understanding of the candidate's background, experience and aspirations can dramatically increase response rates. In the French market, professionals appreciate when recruiters take the time to craft personalized messages that resonate with their career goals and personal values.

For instance, the French tech company Meero, which specializes in AI-powered photography solutions, customizes its outreach to highlight specific projects and innovations that align with the interests of potential hires. By mentioning a candidate's expertise in AI or their previous experience in a creative industry, Meero personalizes their message, making it more appealing and relevant.

Moreover, addressing the candidate in their native language whenever possible is crucial. Even if the job requires fluency in English, reaching out in French demonstrates respect for their culture and can make your message stand out among other inquiries. If you're not fluent, consider working with a native speaker to ensure that your message is culturally appropriate and free of any language errors.

When sourcing in the French job market, cultural sensitivity is a crucial element that can make or break your outreach efforts. French professionals place a high value on formalities and respect, particularly in professional settings. Addressing candidates with the appropriate level of formality and using polite language is essential.

Le Slip Français a well-known French underwear brand, are successful partly due to their deep understanding of French culture. They integrate humor and local references into their communications while maintaining professionalism, which resonates well with French consumers and employees alike. This approach can also be effective in recruitment outreach, as it shows cultural alignment and respect.

Using proper salutations such as "Monsieur" or "Madame", followed by the candidate's last name, is advisable. Even though English is widely spoken in the business world, addressing candidates in French whenever possible is a sign of cultural awareness that can help you stand out from other recruiters.

Understanding the French work culture, which often emphasizes collective well-being over individual achievement, can guide how you frame your job offers. Highlight how the role contributes to the team or company’s overall success and how it aligns with the candidate's values of collaboration and work-life balance.

Timing is a critical factor in the success of your outreach efforts. In France, the work schedule is quite structured, with clear boundaries between work and personal time. Therefore, reaching out during business hours—ideally in the morning—is more likely to elicit a positive response.

It’s also important to consider the French holiday calendar. The summer months, particularly August, are when many professionals take extended vacations. Reaching out during this period may result in lower response rates, as many candidates may be unavailable or less responsive.

Instead, aim to send your outreach messages during more active periods, such as late September or early October, when professionals have returned from their holidays and are more likely to be open to new opportunities.

For example, Station F, the world's largest startup campus located in Paris, often schedules recruitment events and outreach campaigns outside of the major holiday periods. By timing these initiatives to align with the French work cycle, they ensure higher participation and engagement from potential candidates.

French professionals are discerning when it comes to career opportunities. To capture their attention, you must clearly demonstrate the value of the opportunity you're offering. This involves more than just listing the job's benefits; it requires you to articulate how the role will enhance the candidate's career and align with their personal and professional goals.

Take BlaBlaCar, the French carpooling service that has grown to be a major player in the shared mobility market. They attract candidates by emphasizing not only the innovative and socially impactful nature of their projects but also the company's strong commitment to sustainability and community. By highlighting these values, BlaBlaCar appeals to candidates who are looking for more than just a paycheck.

Highlight how the position offers career progression, such as leadership opportunities, skill development, or the chance to work on innovative projects. If the role is with an international company, emphasize the global exposure and the potential for cross-cultural collaboration. These elements are particularly appealing to French candidates who value professional growth and the prestige associated with international experience.

A well-timed and thoughtful follow-up can make a significant difference in securing a response from a French candidate. After your initial outreach, if you haven't received a reply, it's essential to follow up in a way that is persistent but not intrusive.

Startups like Alan, a digital health insurance provider in France, implement effective follow-up strategies by sending additional information about the company's vision, recent achievements, or even sharing personal experiences from current employees. This not only reinforces the message but also gives candidates a deeper insight into the company's culture and values.

Wait at least a week before sending a follow-up message, and ensure that it adds additional value or information. This could include more details about the role, updates on the hiring process, or even news about the company that might interest the candidate. The key is to maintain a tone that is respectful and acknowledges the candidate's time.

In your follow-up, reiterate your interest in their profile and how their experience aligns with the position. Consider also expressing flexibility regarding the timing of a potential interview or next steps, as this can make your offer more attractive to candidates who may be weighing multiple opportunities.

If after several follow-ups there is still no response, it may be worth reconsidering your approach or reaching out through a different channel, such as a professional network or mutual connection. Persistence, when balanced with respect and understanding of the candidate's situation, can lead to a successful engagement.

Jérôme Lecot