Your recruitment problems could be solved by reaching out to these available and knowledgeable communities.

Finding the right talent for your company is hard. Yet many companies make it even harder by perpetually picking from the same overused talent pools.

Some, in a bid to make their teams more diverse, will focus on easy targets : women or ethnic minorities.

Yet a vast pool of talent is often overlooked, and this is detrimental to companies, but also to society as a whole.

In fact, it has been shown that greater diversity promotes better performance.

Discover those sections of the French population, educated, motivated and qualified who want to join a company but are unaware of the opportunities available to them, or prevented from doing so by certain persistent stigmas. 

Companies continue to perpetually draw from the same overused talent pools.

1 - People living with chronic diseases

More than 10 million people live with chronic diseases in France (diabetes, heart disease, cancer respiratory conditions, etc.). Most of these people are highly qualified and just want to work, but cannot get a contract because they often need flexibility in hours to adjust to their long-term illness.

2 - Ex-offenders

Each year, approximately 90,000 inmates are released back to freedom. There are also more than 12,000 people placed on electronic monitoring. The lack of job prospects upon release from prison is one reason why there is relapse within a year of release (27% of prison leavers are sentenced in according to the Department of Justice). Giving rehabilitated prisoners who want a second chance a job is an assurance of better reintegration into society.

3 - People with physical disabilities

There are 2.7 million disabled people of working age in France, who are beneficiaries of an administrative recognition of disability or loss of autonomy. But the unemployment rate for this population is 19%, more than 10 points higher than the overall population.

Despite the obligation to employ disabled workers at 6%, most French companies struggle to honor this commitment, and pay substantial fines each year.

Some large groups have clearly understood that they could find a windfall of qualified and motivated candidates there and have proceeded to adapt their workspaces to welcome and integrate these people into their teams, like Orange.

4 - People with mild mental disabilities

Dyslexia can disqualify a candidate for certain positions. The same is true for people Asperger's or High-Functioning Autism. Yet these candidates have valuable talents, which are often overlooked.

By tailoring the tests in the recruiting process to these particular personalities, it is easy to recognize the pure talent that will make the difference in a creative field, for example.

Then, because they suffer from a Social Sense Disability, space and schedule arrangements must be made within the company that take their hypersensitivity into account.

Companies are increasingly making efforts to make adjustments to their workspaces

The over-50 crowd

Although few companies want to admit it, workplace youthism is still the order of the day, especially when it comes to recruiting. Many in this generation feel that their rich experience is not valued and that companies are giving the runaround to Millenials.

While the activity rate of 55- to 64-year-olds is higher than the French average, the black spot is still the part of the long-term unemployed (60.2% in 2018), even if this figure is tending to decrease.

How do we address these pools of candidates?

How do you address these groups of individuals without violating French law that prevents positive discrimination in employment? Inbound Recruiting!

How do we address these pools of candidates?

How do you address these groups of individuals without violating French law that prevents positive discrimination in employment? Inbound Recruiting!

The content you design, directly related to the daily difficulties faced by the targets you are trying to reach, will be able to attract candidates on a regular basis, looking for answers. They will be grateful to you for providing them with new insight into their job search and will think " quite naturally " to turn to you to submit their application !