As online services are developing, so are online risks. This means that companies and local authorities need to invest massively in protection solutions for their own data as well as user data. Orange and its digital protection subsidiary, Orange Cyberdefense, are therefore facing a significant short-term activity increase, which explains why the company has planned to recruit 1,000 new employees over the next two years – that’s twice the company’s current workforce!
According to Laura Bonnaud, Orange Cyberdefense Recruiting Manager, this major challenge that cannot be achieved without close collaboration between recruiters. The challenge is even greater given that the type of candidates Orange Cyberdefense is looking for are not only particularly sought after, but somehow invisible, and therefore, extremely rare. She said: “You have to find the right candidate at the right moment, and in record time!”
To achieve this, Orange Cyberdefense has implemented an active communication strategy on social networks, and fosters a close relationship with academic institutions, a precious source of young graduates. This approach allows the company to identify individuals who could potentially be interested in the business’s activity; and add them to Hello Talent. Talents spotted in educational establishments are integrated into a special pool and assigned to interested recruiters.
The 8 recruiters who work at Orange Cyberdefense, including 2 in regional entities, have been assigned to 3 business units. All 8 recruiters have access to a shared talent pool, with over 2,200 profiles to date. “We wanted information to be centralized in one single pool, to enable recruiters to share and fill out the profiles of interest to them and to other recruiters,” said Laura Bonnaud.
This being said, such collaboration does mean that some basic rules must be abided by. “We’ve implemented a unified keyword system to make searches more efficient.” It takes the form of a shared library which allows for deleting tags that are irrelevant, or that become obsolete quickly. “It was important to avoid keywords that refer to a specific period of time and that wouldn’t be usable 6 months later – candidate availability or ‘junior’ status, for example.”
The structure of the information integrated into Hello Talent is a fundamental aspect of any hiring campaign. But according to Laura Bonnaud, one of the most useful features is the possibility for users to create job descriptions directly within the tool. “If your company has 15 vacancies, all you need to do is share the link for each specific vacancy on your different platforms, and manage applicants directly within Hello Talent.” And candidates can respond to job ads in just a click – a time-saver which allows you to focus on managing vacancies and applications from a single platform.
The Challenge: Hiring 1,000 people before 2020 on a so-called hidden job market.
– Actively communicating on social networks
– Having a communal candidate pool for all recruiters
– Sharing a library of keywords to use for the candidate pool
– Recruiting through collaboration: profiles are assigned to specific recruiters
– Organising recruiters around 3 business units to mirror Orange Cyberdefense’s 3 operational departments
– Anticipating and planning recruiting processes
– Defining clear processes
– Designating a moderator to ensure good candidate pool management
– Simplifying added data as much as possible
– Giving certain managers access to candidate pools
“We needed a collaborative, user-friendly tool because we have quite a large community of recruiters.”
Orange Cyberdefense is France’s leading IT security provider and combines all digital security-related activities carried out by the Orange group for companies, administrations, and local authorities in France and worldwide.
1 000 People to hire
Tel.: +33 (0)1 41 86 05 60