At Althéa, we understand the importance of finding and managing the right talent to meet our clients’ constantly evolving needs. Here is how we approach recruitment as part of our HCM expertise.
Digitise to streamline and enhance the candidate experience!
A strategic approach to recruitment
Recruitment at Althéa is aligned with Strategic Workforce Planning (SWP) to anticipate our clients’ skills needs. We analyse market trends and business objectives to define effective recruitment strategies. This enables us to source talent that perfectly matches our clients’ current and future needs.
Our recruitment approach is flexible and adaptable. We understand that each client has unique needs, and we adjust our strategies accordingly. Whether for high-volume hiring or specialised profiles, we use best practices and technologies to meet the specific requirements of each project.
Maximise the impact of your recruitment strategy!
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Strategies to digitise recruitment
To address these challenges, it is helpful to tackle both the business and tool dimensions of the recruitment function simultaneously:
- Strategy and recruitment organisation: how to source the right profiles and with whom (internal or external)? What organisation should be put in place—centralised or decentralised? How can the process be simplified to make it more efficient and shorter for candidates?
- Business and Product Ownership: identify business needs and align recruitment processes to meet them effectively.
- Solution selection: suite modules or best of breed? What are the implications for the HRIS? What role does artificial intelligence play, and how is it disrupting our recruitment models?
- Gender balance and discrimination: how can the presence of women be maximised at all levels within organisations? How can all forms of discrimination be tackled from the outset to strengthen the employer brand within its CSR footprint?
Chiffres clés
Turn over
AI improves candidate relevance, enhances the quality of hires, and reduces first-year employee turnover.
Productivity
Digitalizing the recruitment process is estimated to increase HR team productivity by 30%.
Candidate Experience
Providing constructive feedback, even in the event of rejection, improves candidates' perception of the company.
Our References
For a major player in the hospitality industry
330 000 collaborateurs
With employee turnover exceeding 80%, attracting and retaining talent is a major challenge for the hospitality industry.
Althéa ran the tender process, selecting the vendor Phenom People to deploy the careers site. From its launch, an additional 400,000 applications were received, achieving a dual objective: reducing spend on job posting sites and increasing the number of applications per role. The Careers site offers an improved candidate experience, supported by personalised interactive content, a simplified mobile-friendly application process, and multilingual availability—reflecting the #candidatefirst vision.
For a leader in the luxury industry
34 000 collaborateurs dans le monde
Business Analysis (AMOA) – Business Owner
As part of the deployment of the SAP SuccessFactors solution, Althéa supports the company as Recruitment Business Owner, responsible for gathering requirements, driving process convergence internationally across the brand, and ensuring operational implementation within the technology solution.
For a major banking institution
180 000 collaborateurs dans le monde
Business Analysis (AMOA) – Deployment PMO
The organisation decided to deploy the Avatur solution globally. Althéa supported the implementation project as IT PMO, to gather local requirements, identify convergence patterns, provide instructions to the software vendor/integrator, and validate alignment with the specification.
Challenges
Aligning Recruited Skills with Business Needs
Use AI and RPA to better identify the CVs most aligned with the skills strategy.
Candidate Experience
Simplify your recruitment (steps, processes, shared information) to attract the right talent.
Aligning Practices Through Tools
Template recruitment actions to simplify processes for candidates.
Contacts
Frequently Asked Questions About Recruitment Solutions
How can you choose the recruitment solution best suited to your company’s size and needs?
Choosing the optimal recruitment solution requires an in-depth analysis of the company’s specific needs. The digital transformation of HR processes must align perfectly with the organisation’s overall strategy.
The technical aspect is the first pillar of the decision. The selected recruitment solution must integrate seamlessly with the existing HRIS while offering essential multi-posting capabilities. A high-performing applicant management module, including automated screening and assessment via video interviews, helps optimise the selection process. The interface must be customisable to ensure a smooth candidate experience that is consistent with the employer brand.
Beyond core features, certain differentiating criteria deserve particular attention. The level of automation of administrative tasks, for example, directly impacts HR team productivity. The quality of support and guidance influences deployment success, while ease of implementation and user training determine tool adoption.
Finally, strategic considerations should guide the final choice. For companies with an international footprint, the ability to manage multi-country recruitment becomes crucial. The solution should also offer advanced human capital management capabilities, real-time analytics tools, and innovative sourcing approaches.
The choice will be refined based on the size of the organisation: for example, a large group will require a robust Applicant Tracking System (ATS) with extensive talent management features.
How can you measure the ROI of a recruitment solution, and which KPIs should be tracked to optimize its use?
Measuring the return on investment of a recruitment solution requires a rigorous methodological approach, complementing the data presented in the initial article on productivity and the candidate experience.
ROI calculation is structured around three main dimensions.
The first concerns direct savings: reduced costs for posting vacancies on job boards, lower fees for external recruitment agencies, and optimisation of recruiters’ time through the automation of administrative tasks. The platform must make it possible to measure these gains precisely via dedicated tracking tools.
Qualitative KPIs form the second axis of analysis. It is essential to assess improvements in the quality of applications received via the various channels (LinkedIn, France Travail, Indeed, careers site). Application tracking makes it possible to analyse the conversion rate at each stage of the process, from building the talent pool through to signing the employment contract. Recruitment tools also facilitate measuring the performance of video interviews and the effectiveness of automated responses.
The third dimension concerns the impact on long-term human resources management. HR professionals should monitor a few indicators, such as the internal mobility rate or the ability to fill roles during labour shortages, etc. The best recruitment solutions offer management modules to analyse this data and continuously optimise processes.
