Case studies

Emeria

Find out how the Emeria group has developed an effective co-optation program.

In brief

How do you develop an effective co-optation program ?

Emeria is faced with a high staff turnover and with professions that are difficult to recruit for. These professions are often penuric, with rare profiles and specific skills. Against this backdrop, the Group has launched its ” MyCooptation ” co-optation program. This program has been designed to meet three key challenges:

Accelerate the recruitment of penurious profiles through rapid co-optation.
Optimize the recruitment process to make job offers more accessible.
Involve employees to strengthen the employer brand and their commitment.

11 700

Committed employees

309

Recruitment through the platform

Less than €84

cost of recruitment by cooptation

6 recommendations

for VS 100 recruitment from from a jobboard

Exploit the full potential of co-optation and internal mobility

Issues

Professionalizing co-option at Emeria

For a long time managed on an informal basis, cooptation at Emeria lacked the framework and tools to become a real HR lever.

With recruitment needs growing across all its entities, the Group needed to professionalize its approach to strengthen employee involvement and structure the process.

Three key challenges guided this development: diversifying sourcing channels, federating teams around a dynamic co-optation program and facilitating access to internal opportunities across the Group.

Objectives :

Testimonial

Impact of Keycoopt System

Digitizing and optimizing Emeria’s co-optation program has made it possible to meet a major challenge: rapidly recruiting penurious profiles . This process is designed to meet the challenges of large-scale recruitment. Thanks to a centralized, intuitive platform, employees can now recommend talent with just a few clicks. The system not only simplifies the process, but also improves applicant follow-up. Seamless integration with the Digital Recruiters recruitment tool facilitates application management. This gives HR teams better visibility of ongoing recruitment, while making follow-up quicker and more precise. Thanks to this structured approach, cooptation has become a strategic lever. It enables us to quickly identify qualified candidates, while reducing the volume of applications required for each new hire.

Support

Daily support from Eva

As soon as the MyCooptation platform was integrated into the Emeria Group, my objective was to make the cooptation process fast and fluid. By centralizing advertisements and applications on a single tool, we enabled recruiters to be more responsive and speed up their recruitment.

For employees, the MyCooptation platform has quickly become the identified place where they can recommend their friends and family for one or more advertisements. Integration was facilitated by the fact that all Emeria Group employees have a professional e-mail address. Every employee was registered on the platform, and today we have 75% of active employees, testifying to strong adoption.

We also put in place ongoing communication strategies to keep them engaged. Targeted actions, such as reminders and testimonials from co-opters, have encouraged participation and made the process even more accessible.
Their feedback has been very positive. They emphasized that the platform not only simplified the cooptation process, but also enabled talent to be identified quickly, particularly for hard-to-recruit professions.

Exploit the full potential of co-optation and internal mobility

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