Method
Method: measure the gap before producing
We always start with the same thing: the distance between what candidates read about you and what your employees say. As long as that distance is unknown, producing content amounts to amplifying the problem.
The five steps
- Measure the gap: what candidates find, what employees say, the distance between the two.
- Deal with what has to be dealt with before communicating, when the gap comes from reality and not from the message.
- Formulate the promise, with its proof and its limits, by job family.
- Produce: careers site, content, internal system, tools, campaigns.
- Measure: quality of applications, early departures, internal reading, citations in AI engines.
The duo, a condition of success
We ask for one contact on the HR side and one on the communications side, named and present at the same meetings. This is not a methodological preference: a system carried by only one of the two departments does not last into its second year, because it loses either its material or its relays.
What we demand of ourselves
- We source every figure we put forward.
- Our measurement protocols can be reproduced by your teams, without us.
- We start with what already works, and we name it.
- We write down what we will not do, before signing.
Artificial intelligence in our work
We use it to speed up analysis and production, and we say so. It produces neither proof, nor judgement, nor accountability. No employee testimonial is written by a machine, because that is precisely what the reader detects first.
Let’s talk about your project
Describe your situation in a few lines, without sensitive information. We reply within two working days.