Recruitment solutions through co-optation and internal mobility

Why choose Keycoopt?

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Issues

The limits of artisanal co-optation...

Lack of systematization, slow process, inconsistency, lack of follow-up… The benefits of this recruitment strategy cannot be fully exploited through small-scale co-optation.

There are many obstacles, both on the HR side and on the employee side.

For HR
For employees

... also hinder internal mobility

The limitations of artisanal cooptation also impact the company’s internal mobility process: lack of visibility of advertisements, absence of a clear application process, lack of fairness and transparency…

In fact, the digital cooptation solution will help to overcome these limitations.

The tool will enable you to :

Exploit the full potential of co-optation and internal mobility

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Sourcing

Save time on your talent search

If we develop our co-optation strategy further, we’ll have to pay our employees!

What takes up the most time for HR teams today is sourcing!

Implementing a digital solution for co-opting and internal mobility will save time at this stage:

HR teams can then concentrate on what really matters: processing applications!

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HRIS tools

Look for synergy between HRIS tools

We already have an ATS!

An ATS is a management tool.
A digital cooptation and internal mobility solution is a sourcing tool. An ATS is not a substitute for a dedicated cooptation tool. The 2 are complementary!

The Keycoopt solution has the essential features to simplify co-optation management:

Employee awards

Engage your employees with a reward system

Yet another project… We don’t have the time, our HR teams are overloaded!

Rewards help to motivate your employees to get involved in your co-optation program. It’s an act of recognition for an involving process that goes beyond the scope of their work, and saves you time!

Do you reward your employees for successful recruitment?

It’s not compulsory, of course! But what you gain (lower recruitment costs and lower turnover costs) is greater than what you can give them.

The reward doesn’t have to be a monetary bonus: there are many alternatives (gift vouchers, days off, donations to an association, etc.).

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Strategy

Make co-optation part of your recruitment strategy

We know all about cooptation…and it’s already working well that way!

All HR managers are familiar with co-optation, but if co-optation isn’t seen as a real business strategy, it doesn’t allow you to benefit from the real potential!

Why digitalize your strategy?

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Recruitment costs

Leverage your employees to optimize your recruitment costs

Digital solutions are too expensive, especially in the current climate…

Compared to a “classic” sourcing tool, a dedicated cooptation tool offers a real and positive return on investment:

The cost of the solution is amortized in just a few recruitments.

On average, recruitment by cooptation costs around €300, whereas traditional recruitment is estimated at around €7,000.

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Digitalising your cooptation and internal mobility enables you to
Formalize a real strategy
Save time on recruitment
Save money

Exploit the full potential of co-optation and internal mobility

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