Norauto
- Retail trade
- Co-option
- Internal mobility
Discover how Norauto reduced its recruitment costs while hiring over 7,000 employees thanks to Keycoopt.
How do you structure a co-optation process ?
With the development of its services and 1,000 new recruits every year (in both sales and mechanics), Norauto needed to structure and professionalize its co-optation. Although we were already accustomed to this recommendation-based approach, it didn’t seem sufficient to meet our annual targets.
The company wanted to involve its employees as ambassadors, facilitate their internal mobility and provide a framework for the referral reward system.
Thanks to Keycoopt System, Norauto has digitized its co-optation program, turning it into a genuine sourcing tool for recruitment!
increase in co-optations
conversion rate after recommendation
average savings per recruitment
committed employees
Exploit the full potential of co-optation and internal mobility
Concernant Norauto
Founded in 1970 in France, Norauto is part of the Mobivia group. The company offers vehicle maintenance and repair services (oil changes, brakes, tires, batteries, etc.). It also offers a wide range of automotive products (GPS, roof boxes, accessories, etc.).
The brand is present in several countries, and stands out for its model combining physical stores and automotive service centers. It currently has over 400 repair centers across France. Norauto also places a strong emphasis on innovation and sustainable mobility, notably with the development of solutions for electric and hybrid vehicles.
When it comes to recruitment, the company faces major challenges in terms of the attractiveness of automotive professions and internal mobility.
Professionalizing co-optation and internal mobility
For a long time, co-optation at Norauto was managed on a small-scale basis, but lacked the structure and appropriate tools to turn it into a strategic recruitment lever.
With growing recruitment and internal mobility needs, the company needed to professionalize its approach to optimize employee commitment and maximize the efficiency of the process.
Three major challenges guided this transformation: diversifying recruitment sources, animating teams around the co-optation program and improving transparency on internal opportunities in its 400 centers.
- Have a dedicated co-optation tool to facilitate the act of recommendation.
- Encourage employees to take part in the co-optation program.
- Improve transparency regarding internal job vacancies and enable employees to play an active role in their mobility.
Impact of Keycoopt System
In 2019, to professionalize its cooptation, Norauto has chosen Keycoopt System and launched its Enjoy My Job platform. The platform brings together all opportunities, both internal and external. It has been customized in the company’s colors and designed to be simple, intuitive and engaging.
In 2024, the company opted for a new ATS: Digital Recruiters. We helped Norauto integrate this new tool to make recruiters’ work easier. A community of ambassadors animates the platform on a daily basis.
- The result: a lively, adopted program, and 3 times more co-optations than before.
The first results are just “canon”! Nearly 140 referrals throughout France and 18 recruitments across the network. (...) We have a multitude of profiles that have entered the recruitment process thanks to cooptation. That's 3 times more referrals than our previous system.
Eva helps to professionalize and animate the co-optation process
The launch of the Enjoy My Job platform in April 2019 made it possible to combine cooptation and internal mobility. The idea was to create a centralized platform for all recruitment opportunities.
From the outset, we trained the recruitment teams. In 2024, Norauto changed ATS, and we worked on this integration with Digital Recruiters to ensure a solution perfectly suited to our joint customer.
To ensure that the platform was used to the full, we customized it with elements that were adapted to Norauto: on-the-spot communication, visuals including photos of employees, interviews with co-opters and co-optees, and a challenge for the best co-opter. Numerous actions have been put in place to motivate employees, make them want to get involved and make the platform their own.
Exploit the full potential of co-optation and internal mobility
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