Recruitment trends 2025 in France: Are you meeting candidate expectations?

Compensation, flexibility, meaningful missions... job candidates in France have varied aspirations. However, did you know that for over half of them, salary remains the top criterion when considering a new position? Let’s explore how your company can align with these expectations to attract top talent in 2025.

Compensation continues to be a crucial factor in talent attraction, a trend that has only intensified as we approach 2025. According to a recent survey by Indeed, 54% of job seekers in France consider salary to be the primary criterion when evaluating job offers. This is especially relevant in industries with intense competition for skilled workers, such as technology, healthcare, and engineering.

"For companies operating in these sectors, offering a competitive salary is essential to stand out in a crowded job market and attract highly qualified professionals."

Susanne Goniak
Senior Recruiter
Eurojob-Consulting

A compelling example of this is OVHcloud, one of France’s leading cloud service providers. Recognizing the critical importance of compensation in recruitment, OVHcloud has recently implemented a performance-based bonus system aimed at attracting top engineering and cybersecurity talent. By offering industry-leading bonuses, OVHcloud positions itself as an attractive employer, reducing the risk of high turnover in these strategic roles where demand frequently outpaces supply.

Other French companies are also adapting their compensation strategies to meet candidate expectations. For instance, tech startup Alan, a digital health insurance provider, has opted to offer transparent and progressive salary structures. This approach provides employees with clarity and predictability about their earning potential, reinforcing Alan’s reputation as an employer that values fairness and transparency.

Flexibility in work arrangements has become a top priority for candidates, with 70% of employees in France expressing a preference for hybrid or remote work options, according to a study by Randstad. To cater to this expectation, more SMEs are now offering flexible working hours and remote work options as standard.

French tech firm Deezer has implemented a remote-first policy, which allows employees to work from anywhere in France. By providing this level of flexibility, Deezer not only boosts employee satisfaction but also increases its appeal among a wider pool of candidates, particularly Millennials and Gen Z.

As we look toward 2025, meaningful work has become increasingly vital for attracting and retaining top talent. According to a report from Glassdoor, 64% of employees now consider a company’s mission and values to be a major factor when choosing where to work. This is especially true among younger workers, such as Millennials and Gen Z, who are more likely to seek out employers whose missions resonate with their personal beliefs and values. For businesses in France, offering a purpose-driven workplace can be a powerful way to appeal to these candidates.

An illustrative example is Michel et Augustin, a popular French snack company that has integrated environmental sustainability into its core operations. The company is known for its commitment to eco-friendly practices, such as using sustainable packaging and sourcing local ingredients. By doing so, Michel et Augustin attracts candidates who are passionate about sustainability and want to make a positive impact through their work. For these employees, the opportunity to contribute to environmental causes adds a layer of fulfillment that goes beyond a paycheck.

Similarly, French companies in various sectors are finding that by aligning their business practices with social or environmental goals, they can create a unique value proposition that appeals to socially conscious talent. For instance, social impact initiatives, such as community engagement programs or partnerships with charitable organizations, can enhance the appeal of a company’s brand. Candidates today not only want competitive compensation but also the chance to work for a company that makes a tangible difference in the world, creating a sense of purpose that ultimately leads to higher employee satisfaction and engagement.

In 2025, SMEs that succeed in recruitment are those that offer a holistic employee experience by addressing compensation, flexibility, and mission alignment. One standout example is Back Market, a marketplace for refurbished electronics. Back Market has developed a reputation for its strong mission to reduce e-waste, appealing to candidates motivated by environmental impact. Moreover, they offer competitive salaries and promote a flexible work environment to maintain a high level of employee satisfaction.

Similarly, BlaBlaCar has adopted a hybrid work model and structured their recruitment efforts around their commitment to reducing carbon emissions through carpooling. By integrating flexibility and purpose-driven work, BlaBlaCar effectively attracts top talent who are passionate about sustainability.

By taking note of these trends, companies can position themselves to attract and retain top talent. With competitive compensation, flexible work environments, and purpose-driven missions, businesses can align with the evolving priorities of job seekers in France for 2025.

For more great tips and stats:

• How to partner with universities and schools in France to attract top talent
• Engage French professionals: Best practices for increasing response rates in recruitment
• Boost your hiring success: How leadership culture can enhance recruitment in France

Jérôme Lecot