Few studies or data are available on participatory recruitment, also called sponsorship and more widely co-optation. APEC would estimate the recruitment of executives by co-optation at around 40%, but our survey shows that this figure would be much higher in the will but much less in the facts. To promote this recruitment practice, we have decided to launch a co-optation bonus for temporary workers present on QAPA. Thus, all temporary workers can co-opt as many people as they wish (friends, family, colleagues) and receive a co-optation bonus of 20 euros per person who works even a single day at QAPA interim. We want to both develop co-optation and also reward the loyalty and involvement of all our temporary workers.
Stéphanie Delestre, Founder, President, QAPA
Theory? Yes! Practice? Well...
Over 89% of recruiters declare that they practice participatory recruitment within their company. However, only 32% of employees say they have been co-opted during their career, which is much less important than expected given the enthusiasm of employers. In addition, 56% of employees admit that they have never sponsored another person around them.
Plenty of strengths
However, recruiters see a lot of advantages in co-optation. Thus, 88% highlight the reduction in hiring times. The second advantage concerns 76% of the lower costs linked to recruitment. Better qualification of candidates is favored by 59% of recruiters, far ahead of the proximity of candidates to the values of the company (43%) or even for lower training deadlines and costs (19%).
Many companies (65%) offer a bonus granted to the employee who finds for the company a rare pearl in his entourage. The amounts of these premiums vary widely depending on the company. Thus, 34% of the companies questioned do not go above €500. 29% range between €500 and €1,000, 21% go up to €2,000 and 11% push up to €3,000. Only 5% of the lucky ones can hope for more than €3,000 in co-optation bonuses.
Experts from admitted friends
Recruiters use co-optation for well-defined profiles. Thus, only 2% use it to hire beginners and only 25% for employees confirmed in their work. On the other hand, 73% advocate co-optation for profiles of experts in their profession.
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