In 2004, Facebook was launched, the French Health Authority (HAS) was created, and the human genome was published. At the same time, companies began focusing on attracting talent.
Employer branding emerged as a powerful tool to attract top candidates—it was the beginning of recruitment advertising.
To stay competitive, companies sought increasingly qualified candidates. Press campaigns and outdoor advertising were launched to raise visibility and attract applications.
With the rise of the Internet, marketing and communication techniques were increasingly integrated into HR strategies. Recruitment started adopting more modern tools: Facebook job campaigns, speed recruiting events, and the identification of a new generation—Generation Y, the digital natives.
By 2014, professional training was revolutionized by the arrival of MOOCs (Massive Open Online Courses).
Candidates were no longer looking for just a career—they were seeking an experience. The concept of the company evolved: subcontracting increased, and user communities began to take shape.
Leadership became a key concern, and the feeling of hyper-connectivity and real-time responsiveness took hold.
Attracting the right talent at the right moment became essential.
Candidates and employees became increasingly visible thanks to social media, changing recruitment norms.
Retention and employee engagement rose to the top of the corporate agenda.
Fast-forward to 2024, and we’re in the middle of another major transformation: hybrid work, four-day work weeks, and the adoption of artificial intelligence are reshaping recruitment in an uncertain professional world.
AI can now analyze facial expressions and voice intonations. Conversational AI engages with candidates 24/7.
A new work model has emerged: gig work—offering flexibility by bringing in highly qualified profiles (such as data experts) for specific, limited missions. Should you hire a full-time employee—or a short-term expert?
More than ever, companies are focusing on skills, capabilities, and potential—rather than traditional degrees—when making recruitment decisions.
Organizations that adopt a skills-based approach will be the most competitive and agile in the face of future hiring, development, and evolution challenges. Welcome to the Skills-Based Organization.
Companies are also adopting DEI strategies: Diversity, Equity, and Inclusion.
Diversity and inclusion are now seen as strategic opportunities to enrich corporate culture.
83% of Gen Z candidates (born after 1995) consider a company’s commitment to diversity before accepting a job offer, according to Monster’s study: “What Workforce Diversity Means for Gen Z.”
Fortunately, in 2024, it’s still the recruiter’s empathy, active listening, emotional intelligence, and data-driven insightthat truly make the difference.
And that’s great news—because a recent survey among healthcare industry professionals shows that 92% describe Axeme as attentive and professional.
I’m committed to preserving what makes us unique: our human touch, our close relationships, and the personal approach that lies at the heart of everything we do.
