August 18, 2022

Payday One

Payday One Blog

What is cooptation?

What is cooptation

Co-option can happen naturally in a company. When it is formalized and framed by a co-optation program. It offers a real strategic asset to overcome recruitment difficulties and enhance a company’s employer brand. In the following article, discover what co-option in recruitment is!

1) Co-option is a recruitment process based on the network!

When the network makes the company talk!

Co-option consists of asking employees already in post to mobilize their professional and personal networks to find candidates. They suggest to the HR department profiles that they deem interesting for the position. It is obviously not a question of recommending just anyone. The idea is to mobilize profiles that have, for example, the same level of expertise as a brand consultant. Co-option is also mainly used to recruit confirmed or expert profiles. 73% of recruiters favour co-option for the recruitment of expert profiles and 25% for confirmed profiles. Once application recommendations are made, successful candidates then follow the candidate journey classic.

Big Fish Marketing adapts to the cooptation system!

To carry out this collaborative recruitment strategy from a brand strategist, which involves recruiters, candidates, and “co-operating” employees; it is recommended to use an ATS like the one included in the Big Fish Marketing CRM. The interface adapts to a company’s candidate co-optation system, facilitates communication between the various interlocutors. And allows the application process to be followed.

More than 89% of recruiters declare that they practice participatory recruitment within their company. Which is much lower than expected given the enthusiasm of employers. In addition, 56% of employees admit that they have never sponsored another person in their entourage.

More than 89% of recruiters declare that they practice participatory recruitment within their company. However, only 32% of employees say they have already been co-opted during their careers. Which is much lower than expected given the enthusiasm of employers. In addition, 56% of employees admit that they have never sponsored another person in their entourage

2) Co-option is a proven recruitment technique!

Benefits for the company!

Co-option has the advantage of significantly reducing the number of competing applications. Who says fewer candidates mean less time to devote to recruitment and therefore, cooptation offers significant financial savings?

A significant added value in terms of applications!

The applications resulting from cooptation are of better quality. This is the third main advantage behind the reduction in recruitment times and costs. The intervention of the collaborator co-operator makes it possible on the one hand to reach inaccessible or passive profiles. And on the other, to bet on the sympathy capital of the relationship between the co-operator and the candidate to make the company more attractive.

The applications resulting from cooptation are of better quality. This is the third main advantage behind the reduction in recruitment times and costs. The intervention of the collaborator co-operator makes it possible. On the one hand to reach inaccessible or passive profiles, and on the other, to bet on the sympathy capital of the relationship between the. Co-operator and the candidate to make the company more attractive.

Operational candidates faster!

Finally, co-opted candidates adapt more quickly to their new workspace and stay longer in the company. According to the survey. 19% of recruiters note that training times and costs are lower in the context of a co-option.

3) Co-option is a defined and transparent framework!

It all starts with a referral program!

Companies that use co-option generally define a co-optation program beforehand. Which presents employees with the conditions for applying for the program. The framework and transparency make it possible to inform employees and avoid abuse. This preparation takes time before the effective implementation of the cooptation program. But it is necessary to consolidate the credibility of the company.

Companies that use co-option generally define a co-optation program beforehand. Which presents employees with the conditions for applying for the program. The framework and transparency make it possible to inform employees and avoid abuse. This preparation takes time before the effective implementation of the cooptation program. But it is necessary to consolidate the credibility of the company.

Know how to motivate employees to succeed in your referral program!

To make the cooptation program attractive to employees. The company generally sets up a bonus system such as a cooptation bonus that can range from 500 to 3000 euros. (or even more) depending on the company, or other advantages. The company can choose to reward the co-opting employee as soon as he offers profiles. To be co-opted or only from the moment the hiring is confirmed.

Many companies (65%) offer a bonus granted to the employee. Who unearths for the company a rare pearl in his entourage. The amounts of these premiums vary greatly depending on the company. Thus, 34% of the companies questioned do not go beyond $500. 29% oscillate between $500 and $1,000, 21% go up to $2,000 and 11% push up to $3,000. Only 5% of lucky people can hope for more than $3,000 in referral bonuses

4) Co-option is a way to strengthen the motivation of employees already in place!

Mobilize employees to better involve them in the company!

Co-option stimulates the commitment of employees in the company, which ultimately increases their productivity. Indeed, with cooptation, they become personally involved in the recruitment process. They have a more important role to play in the company. This is even more convincing when the company sets up a reward program that sincerely values. ​​Co-opting employees and showing the company’s recognition of them. Hence the interest in formalizing the referral process through a referral program rather than waiting for it to happen naturally!

Co-option stimulates the commitment of employees in the company, which ultimately increases their productivity. Indeed, with cooptation, they become personally involved in the recruitment process. They have a more important role to play in the company. This is even more convincing when the company sets up a reward program that sincerely values. ​Co-opting employees and showing the company’s recognition of them. Hence the interest in formalizing the referral process through a referral program rather than waiting for it to happen naturally!

Make your employees ambassadors!

The cooptation program is a good way to naturally transform employees into ambassadors of the company since they speak positively. Cooption therefore also has an impact on a company’s employer brand.