{"id":3591,"date":"2026-03-11T19:03:48","date_gmt":"2026-03-11T18:03:48","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/"},"modified":"2026-03-11T19:03:48","modified_gmt":"2026-03-11T18:03:48","slug":"marque-employeur-talents","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/","title":{"rendered":"La marque employeur attire les meilleurs talents vers l&rsquo;offre d&#8217;emploi de l&rsquo;entreprise."},"content":{"rendered":"<p class=\"wp-block-paragraph\">La <strong>marque employeur<\/strong> influence directement l&rsquo;attraction des talents et la perception de l&rsquo;offre d&#8217;emploi. Une image coh\u00e9rente et v\u00e9cue facilite le recrutement et r\u00e9duit le d\u00e9lai des embauches.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Construire une marque employeur solide exige une strat\u00e9gie int\u00e9gr\u00e9e port\u00e9e par les ressources humaines et la direction. Ce passage pr\u00e9pare les leviers pratiques expos\u00e9s dans la section suivante.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #1e73be;color:#1e73be\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #1e73be;color:#1e73be\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#A_retenir\" >A retenir :<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Marque_employeur_strategique_pour_lattraction_des_talents\" >Marque employeur strat\u00e9gique pour l&rsquo;attraction des talents<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Definir_la_proposition_de_valeur_employeur\" >D\u00e9finir la proposition de valeur employeur<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Activation_omnicanale_de_loffre_demploi_et_image_de_lentreprise\" >Activation omnicanale de l&rsquo;offre d&#8217;emploi et image de l&rsquo;entreprise<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Formats_et_canaux_pour_loffre_demploi\" >Formats et canaux pour l&rsquo;offre d&#8217;emploi<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Organisation_RH_fidelisation_des_employes_et_competitivite\" >Organisation RH, fid\u00e9lisation des employ\u00e9s et comp\u00e9titivit\u00e9<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Gouvernance_RH_et_roles_cles\" >Gouvernance RH et r\u00f4les cl\u00e9s<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/#Culture_formation_et_competitivite\" >Culture, formation et comp\u00e9titivit\u00e9<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"A_retenir\"><\/span>A retenir :<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Proposition de valeur employeur claire et v\u00e9rifiable<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Communication omnicanale de l&rsquo;offre d&#8217;emploi<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Exp\u00e9rience candidat centr\u00e9e sur le r\u00e9el<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Mesures RH align\u00e9es sur la fid\u00e9lisation<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Marque_employeur_strategique_pour_lattraction_des_talents\"><\/span>Marque employeur strat\u00e9gique pour l&rsquo;attraction des talents<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce d\u00e9veloppement prolonge les points synth\u00e9tiques et approfondit l&rsquo;impact sur la comp\u00e9titivit\u00e9 de l&rsquo;entreprise. La mise en r\u00e9cit des promesses renforce l&rsquo;image de l&rsquo;entreprise aupr\u00e8s des candidats cibl\u00e9s.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La <strong>proposition de valeur employeur<\/strong> combine avantages concrets et sens professionnel pour cr\u00e9er un attrait durable. Selon LinkedIn, les candidats privil\u00e9gient les employeurs transparents sur la carri\u00e8re et la culture.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Levier<\/th>\n<th>Objectif<\/th>\n<th>M\u00e9triques<\/th>\n<th>Impact attendu<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Proposition de valeur<\/td>\n<td>Clarifier l&rsquo;offre employeur<\/td>\n<td>Taux d&rsquo;engagement sur site carri\u00e8re<\/td>\n<td>Meilleure qualit\u00e9 des candidatures<\/td>\n<\/tr>\n<tr>\n<td>Communication omnicanale<\/td>\n<td>\u00c9tendre la visibilit\u00e9 des offres<\/td>\n<td>Port\u00e9e organique et trafic direct<\/td>\n<td>Plus grand vivier de talents<\/td>\n<\/tr>\n<tr>\n<td>Exp\u00e9rience candidat<\/td>\n<td>R\u00e9duire le taux d&rsquo;abandon<\/td>\n<td>D\u00e9lai de r\u00e9ponse, NPS candidat<\/td>\n<td>Am\u00e9lioration du taux d&rsquo;acceptation<\/td>\n<\/tr>\n<tr>\n<td>Formation interne<\/td>\n<td>Favoriser la fid\u00e9lisation<\/td>\n<td>Taux de r\u00e9tention post-12 mois<\/td>\n<td>R\u00e9duction du turnover<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Definir_la_proposition_de_valeur_employeur\"><\/span>D\u00e9finir la proposition de valeur employeur<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce point prend appui sur l&rsquo;analyse interne pour identifier forces et contraintes r\u00e9elles. La formulation doit r\u00e9pondre aux attentes des profils vis\u00e9s tout en restant v\u00e9rifiable sur le terrain.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Commencez par cartographier les b\u00e9n\u00e9fices tangibles et la culture quotidienne, puis testez le discours aupr\u00e8s d&#8217;employ\u00e9s repr\u00e9sentatifs. Selon Gallup, l&rsquo;alignement entre promesse et exp\u00e9rience augmente l&rsquo;engagement.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Leviers op\u00e9rationnels RH :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Audit interne des pratiques manag\u00e9riales<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Mise en r\u00e9cit des trajectoires professionnelles<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Standardisation des t\u00e9moignages salari\u00e9s<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J&rsquo;ai quitt\u00e9 une PME pour une entreprise qui tenait r\u00e9ellement ses promesses, l&rsquo;\u00e9cart \u00e9tait palpable d\u00e8s le premier mois \u00bb<\/p>\n<p><cite>Alice M.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La d\u00e9marche d&rsquo;\u00e9nonciation exige des preuves visibles dans les missions et le management quotidien. Ce point pr\u00e9pare l&rsquo;activation omnicanale des offres et de l&rsquo;image employeur.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A hyper-realistic photo of a diverse team in a modern office discussing employer branding strategies, warm natural light, 1200x675\" ><\/otoimage --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Activation_omnicanale_de_loffre_demploi_et_image_de_lentreprise\"><\/span>Activation omnicanale de l&rsquo;offre d&#8217;emploi et image de l&rsquo;entreprise<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le passage vers l&rsquo;activation traduit la proposition en contenus et parcours visibles par les candidats. Les canaux choisis doivent refl\u00e9ter fid\u00e8lement l&rsquo;exp\u00e9rience promise pour maintenir la cr\u00e9dibilit\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La diffusion d&rsquo;une offre d&#8217;emploi r\u00e9clame coordination entre marque RH, acquisition et managers pour assurer coh\u00e9rence et efficacit\u00e9. Selon LinkedIn, l&rsquo;omnipr\u00e9sence cibl\u00e9e augmente la qualit\u00e9 des candidatures.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Formats_et_canaux_pour_loffre_demploi\"><\/span>Formats et canaux pour l&rsquo;offre d&#8217;emploi<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce volet pr\u00e9sente les canaux principaux et leur utilit\u00e9 op\u00e9rationnelle pour maximiser l&rsquo;attraction des talents. Le choix combine audience, format et capacit\u00e9 \u00e0 valoriser l&rsquo;image de l&rsquo;entreprise.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Canal<\/th>\n<th>Atout<\/th>\n<th>Usage conseill\u00e9<\/th>\n<th>Indicateur<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Site carri\u00e8re<\/td>\n<td>Contr\u00f4le narratif complet<\/td>\n<td>Offres longues et t\u00e9moignages<\/td>\n<td>Conversion candidatures<\/td>\n<\/tr>\n<tr>\n<td>R\u00e9seaux professionnels<\/td>\n<td>Visibilit\u00e9 cibl\u00e9e<\/td>\n<td>Offres techniques et contenu RH<\/td>\n<td>Taux de clics qualifi\u00e9s<\/td>\n<\/tr>\n<tr>\n<td>Job boards sp\u00e9cialis\u00e9s<\/td>\n<td>Port\u00e9e sectorielle<\/td>\n<td>Offres urgentes<\/td>\n<td>Nombre de candidatures<\/td>\n<\/tr>\n<tr>\n<td>Ambassadeurs salari\u00e9s<\/td>\n<td>Cr\u00e9dibilit\u00e9 sociale<\/td>\n<td>Partages et t\u00e9moignages<\/td>\n<td>Engagement social<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Canaux et formats :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Site carri\u00e8re optimis\u00e9 pour la PVE<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Articles m\u00e9tiers pour la cr\u00e9dibilit\u00e9<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Vid\u00e9os t\u00e9moignages pour la v\u00e9racit\u00e9<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Publier une offre ne suffit pas, il faut montrer le quotidien pour convaincre les meilleurs profils \u00bb<\/p>\n<p><cite>Marc D.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les contenus doivent adapter le discours aux usages num\u00e9riques sans trahir l&rsquo;exp\u00e9rience promise. Cette exigence conduit naturellement \u00e0 organiser les ressources humaines pour soutenir l&rsquo;engagement des salari\u00e9s.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoyoutube query=\"employer branding recruitment strategy\" --><!-- wp:otoimage prompt=\"Hyper-realistic corporate image of employees recording testimonial videos about workplace culture, studio lighting, 1200x675\" ><\/otoimage --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Organisation_RH_fidelisation_des_employes_et_competitivite\"><\/span>Organisation RH, fid\u00e9lisation des employ\u00e9s et comp\u00e9titivit\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce encha\u00eenement relie l&rsquo;activation des offres \u00e0 la gouvernance interne et \u00e0 la fid\u00e9lisation durable. Sans pilier RH solide, l&rsquo;image externe risque de se d\u00e9caler par rapport \u00e0 l&rsquo;exp\u00e9rience r\u00e9elle.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Renforcer l&rsquo;engagement des salari\u00e9s exige formation, parcours et reconnaissance mesurable pour soutenir la comp\u00e9titivit\u00e9. Selon Harvard Business Review, l&rsquo;engagement bien mesur\u00e9 am\u00e9liore la performance collective.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Gouvernance_RH_et_roles_cles\"><\/span>Gouvernance RH et r\u00f4les cl\u00e9s<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce volet clarifie qui porte la marque employeur au quotidien, des recruteurs aux managers de proximit\u00e9. D\u00e9finir responsabilit\u00e9s et KPIs \u00e9vite les ruptures entre promesse externe et r\u00e9alit\u00e9 interne.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>R\u00f4les et responsabilit\u00e9s :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>DRH en pilotage strat\u00e9gique<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Managers en relais d&rsquo;exp\u00e9rience<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Communication en visibilit\u00e9<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab En tant que manager, j&rsquo;ai int\u00e9gr\u00e9 la PVE dans l&rsquo;onboarding pour augmenter l&rsquo;engagement d\u00e8s la premi\u00e8re semaine \u00bb<\/p>\n<p><cite>Sophie L., DRH<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Un pilotage clair permet de transformer la marque employeur en avantage comp\u00e9titif observable par les candidats et clients. La section suivante aborde la culture, la formation et la comp\u00e9titivit\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Culture_formation_et_competitivite\"><\/span>Culture, formation et comp\u00e9titivit\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce point d\u00e9veloppe la relation entre investissement en comp\u00e9tences et attractivit\u00e9 sur le march\u00e9 du travail. Offrir des parcours contribue \u00e0 la fid\u00e9lisation des employ\u00e9s et \u00e0 la r\u00e9putation sectorielle.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:paragraph --><p>Axes de fid\u00e9lisation :<\/p><!-- \/wp:paragraph -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Plans de carri\u00e8re individualis\u00e9s<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Formations continues int\u00e9gr\u00e9es<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>\u00c9valuations centr\u00e9es sur la progression<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Notre investissement en formation a r\u00e9duit le turnover et am\u00e9lior\u00e9 la qualit\u00e9 des candidatures re\u00e7ues \u00bb<\/p>\n<p><cite>Jean P.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:otoyoutube query=\"employee engagement and retention strategies\" --><!-- wp:otoimage prompt=\"Photorealistic image of a corporate training session with diverse employees engaging around a table, modern office, 1200x675\" ><\/otoimage --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Mettre en coh\u00e9rence marque, offre d&#8217;emploi et exp\u00e9rience interne demande patience et pilotage r\u00e9gulier. Ce dernier point invite \u00e0 mesurer et ajuster la strat\u00e9gie de recrutement de fa\u00e7on continue.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : LinkedIn, \u00ab Global Talent Trends 2024 \u00bb, LinkedIn ; Gallup, \u00ab State of the Global Workplace \u00bb, 2023 ; Harvard Business Review, \u00ab Employee Engagement Research \u00bb, 2021.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>La marque employeur influence directement l&rsquo;attraction des talents et la perception de l&rsquo;offre d&#8217;emploi. Une image coh\u00e9rente et v\u00e9cue facilite le recrutement et r\u00e9duit le &#8230; <a title=\"La marque employeur attire les meilleurs talents vers l&rsquo;offre d&#8217;emploi de l&rsquo;entreprise.\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/marque-employeur-talents\/\" aria-label=\"En savoir plus sur La marque employeur attire les meilleurs talents vers l&rsquo;offre d&#8217;emploi de l&rsquo;entreprise.\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":3590,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3591","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-offre-demploi","resize-featured-image"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Marque employeur : Attirez les talents 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