How does your firm help future employers? As an HR partner, we support employers throughout the entire professional lifecycle of their employees, starting with recruitment. We help them recruit through our entity THE RECRUITER, which carries out so-called « headhunting » assignments for specific profiles and shortage occupations. During the onboarding phase of future employees and to meet compliance needs, the employer can add to its processes a thorough verification of the information contained in CVs. Our reference service, Background Check, confirms personal information as well as professional and educational background within short timeframes, so as not to hinder the recruitment process. As part of career and talent management, as well as the development of employees’ skills, we have created a dedicated Assessment Center. Grouped under the HR Advisory entity, tailor-made HR solutions, such as individualized skills assessments, manager coaching sessions, Leadership training and In-House solutions, are offered to employers seeking innovative HR strategies. Finally, in the context of professional transition or retraining, we offer Outplacement sessions, also known as Job Coaching.
What news for THE RECRUITER this year? The year 2024 marks a turning point for our organization, as we are now established in France, more specifically in Nancy and Saint-Nazaire (near Nantes). We operate in France under the name Tomorrow Jobs, with a specialization in recruiting in-demand profiles, such as IT engineering positions, sales, Business Analysts, and Scrum Masters / Project Directors. Tomorrow Jobs operates throughout the French territory and supports both growing startups and well-established large accounts.
What is the impact of a good recruitment strategy? This is where everything starts. The ability to recruit effectively, to know one’s needs and respond to them quickly to support growth, while taking care of one’s communication (the famous employer brand), is one of the keys to success in recruitment for any company. Rejecting all biases is necessary. Working life extends from around 25 to 65 years old, and it is important to recruit throughout this entire interval. Candidates from other markets bring freshness, drive and dynamism. A renewal of approaches is necessary for the vitality of the market.
How do you identify the « best profiles »? The best profiles share a common interest in the company’s project, its prospects, and the quality of its contacts. The company is a living organism, in permanent evolution. The ability to adapt and to anticipate market developments are central elements in the definition of a « best profile ». The best profiles will join a company that is humble in its success, lucid about its strengths and weaknesses, and capable of self-questioning.
How is teleworking evolving? The hybrid and on-site formulas are now in opposition, with a latent and general trend of « back to the office ». Some employers stick to a 100% on-site formula, while others offer 2 days of teleworking, particularly for residents. The motto is rather « take it or leave it ». The employer promotes the importance of in-person relationships, while the candidate has learned to work differently.
Does the Luxembourg job market really remain attractive? We must remain realistic and admit that the Luxembourg market remains very attractive compared to other countries. In terms of career management, Luxembourg operates mainly on the principle of meritocracy, and opportunities for progression exist and can be much faster than elsewhere. Luxembourg would benefit from developing its external communication and developing its « branding » in Europe, particularly toward early-career employees aged 25 to 35.
What about 2025? Companies will remain relatively cautious and measured in their recruitment plan. They want to optimize their internal organization, structure the catalog of expected skills for recruitment and avoid « 1 for 1 » recruitment when employees retire. Promoting internal employees is often preferred.
