{"id":24196,"date":"2025-01-13T11:30:00","date_gmt":"2025-01-13T10:30:00","guid":{"rendered":"https:\/\/www.tool4staffing.com\/?p=24196"},"modified":"2026-03-25T15:53:30","modified_gmt":"2026-03-25T14:53:30","slug":"recrutement-ce-quil-faut-retenir-de-2024-pour-bien-debuter-2025","status":"publish","type":"post","link":"https:\/\/staging.tool4staffing.com\/?p=24196","title":{"rendered":"Recrutement : ce qu\u2019il faut retenir de 2024\u2026 pour bien d\u00e9buter 2025 !"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"24196\" class=\"elementor elementor-24196\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e4f2766 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e4f2766\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2a7db86\" data-id=\"2a7db86\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5decac4 elementor-widget elementor-widget-text-editor\" data-id=\"5decac4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En mati\u00e8re de recrutement, les ann\u00e9es se suivent et ne se ressemblent pas. Parfois, de vraies r\u00e9volutions s\u2019op\u00e8rent en quelques mois \u00e0 peine, surtout quand une pand\u00e9mie vient tout chambouler. D\u2019autres fois, les changements s\u2019installent plus doucement, mais souvent de fa\u00e7on plus durable.<\/span><\/p><p><span style=\"font-weight: 400;\">Alors, \u00e0 l\u2019approche de la fin de l\u2019ann\u00e9e 2024, quels enjeux fa\u00e7onneront 2025 ? L\u2019intelligence artificielle, le t\u00e9l\u00e9travail et la transparence, grandes th\u00e9matiques de ces derni\u00e8res ann\u00e9es, vont-elles s\u2019imposer comme des incontournables en recrutement ou, au contraire, perdre de leur \u00e9lan ?<\/span><\/p><p><span style=\"font-weight: 400;\">Notre partenaire <\/span><strong><a href=\"https:\/\/www.hellowork.com\/fr-fr\/\">HelloWork<\/a><\/strong><span style=\"font-weight: 400;\"> a analys\u00e9 ces 3 enjeux cl\u00e9s, et nous livre son \u00e9clairage pour vous aider \u00e0 aborder 2025 avec s\u00e9r\u00e9nit\u00e9.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-0c30258 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"0c30258\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-cad1b6b\" data-id=\"cad1b6b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e325f85 elementor-toc--minimized-on-tablet elementor-widget elementor-widget-table-of-contents\" data-id=\"e325f85\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;headings_by_tags&quot;:[&quot;h2&quot;],&quot;exclude_headings_by_selector&quot;:[],&quot;no_headings_message&quot;:&quot;Aucun titre n\\u2019a \\u00e9t\\u00e9 trouv\\u00e9 sur cette page.&quot;,&quot;marker_view&quot;:&quot;numbers&quot;,&quot;minimize_box&quot;:&quot;yes&quot;,&quot;minimized_on&quot;:&quot;tablet&quot;,&quot;hierarchical_view&quot;:&quot;yes&quot;,&quot;min_height&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]}}\" data-widget_type=\"table-of-contents.default\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__header\">\n\t\t\t\t\t\t<h4 class=\"elementor-toc__header-title\">\n\t\t\t\tSommaire : \t\t\t<\/h4>\n\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--expand\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__e325f85\" aria-expanded=\"true\" aria-label=\"Ouvrir la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-down\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/div>\n\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--collapse\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__e325f85\" aria-expanded=\"true\" aria-label=\"Fermer la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-up\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\"><\/path><\/svg><\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<div id=\"elementor-toc__e325f85\" class=\"elementor-toc__body\">\n\t\t\t<div class=\"elementor-toc__spinner-container\">\n\t\t\t\t<svg class=\"elementor-toc__spinner eicon-animation-spin e-font-icon-svg e-eicon-loading\" aria-hidden=\"true\" viewBox=\"0 0 1000 1000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M500 975V858C696 858 858 696 858 500S696 142 500 142 142 304 142 500H25C25 237 238 25 500 25S975 237 975 500 763 975 500 975Z\"><\/path><\/svg>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-172e6c5 elementor-widget elementor-widget-heading\" data-id=\"172e6c5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Sur le chemin d\u2019une IA r\u00e9glement\u00e9e par l\u2019UE<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a566dc8 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"a566dc8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En 2024, RH et recruteurs ont fait comme (\u00e0 peu pr\u00e8s) tout le monde : ils ont sollicit\u00e9 ChatGPT, Claude ou Perplexity pour construire leurs grilles d\u2019\u00e9valuation ou r\u00e9diger leurs offres d\u2019emploi. Ils ont appris \u00e0 \u201cprompter\u201d, perfectionnant peu \u00e0 peu leur capacit\u00e9 \u00e0 obtenir des r\u00e9sultats pertinents et sur mesure. D\u2019apr\u00e8s une <\/span><strong><a href=\"https:\/\/www.helloworkplace.fr\/recruteur-candidat-ia-generative\/\">r\u00e9cente enqu\u00eate Hellowork<\/a><\/strong><span style=\"font-weight: 400;\">, ils sont m\u00eame 79% \u00e0 affirmer explorer les possibilit\u00e9s offertes par l\u2019IA g\u00e9n\u00e9rative, souvent \u00e0 titre personnel.<\/span><\/p><p><span style=\"font-weight: 400;\">\u00c0 l&rsquo;\u00e9chelle de l\u2019entreprise, de nouveaux outils m\u00e9tier boost\u00e9s \u00e0 l\u2019IA s\u2019imposent par ailleurs de plus en plus, comme <\/span><strong><a href=\"https:\/\/staging.tool4staffing.com\/\">Tool4staffing<\/a><\/strong><span style=\"font-weight: 400;\">, qui permet d\u2019optimiser le sourcing des talents et de simplifier la gestion des candidatures.<\/span><\/p><p><span style=\"font-weight: 400;\">Attention, cela ne veut \u00e9videmment pas dire que ces technologies vont remplacer l\u2019humain. C\u2019est d\u2019autant plus vrai dans les m\u00e9tiers du recrutement, o\u00f9 la dimension relationnelle est au c\u0153ur de la vocation de ceux qui les exercent.<\/span><\/p><p><span style=\"font-weight: 400;\">Mais cette appropriation rapide de l\u2019IA soul\u00e8ve une question cruciale : comment encadrer son utilisation pour garantir qu\u2019elle reste b\u00e9n\u00e9fique et \u00e9thique ? En 2024, l\u2019Union Europ\u00e9enne s\u2019est dot\u00e9e de l\u2019<\/span><strong><a href=\"https:\/\/artificialintelligenceact.eu\/fr\/\">AI Act<\/a><\/strong><span style=\"font-weight: 400;\">, texte d\u00e9crit comme l\u2019encadrement le plus strict au monde en mati\u00e8re d\u2019intelligence artificielle. Son objectif est simple : prot\u00e9ger les droits fondamentaux, la s\u00e9curit\u00e9 et la sant\u00e9 des personnes.<\/span><\/p><p><span style=\"font-weight: 400;\">Plus concr\u00e8tement, l\u2019AI Act d\u00e9finit 4 niveaux de risque :\u00a0<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Inacceptable<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00c9lev\u00e9<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Limit\u00e9<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Minimal ou nul<\/span><\/li><\/ul><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">D\u00e8s f\u00e9vrier 2025, les IA pr\u00e9sentant des risques inacceptables seront interdites. Puis de f\u00e9vrier 2025 \u00e0 ao\u00fbt 2026, toutes les r\u00e8gles pr\u00e9sentes dans l\u2019AI Act deviendront applicables, avec des d\u00e9rogations jusqu\u2019en 2027 pour certains syst\u00e8mes.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Conclusion : les explorations personnelles ne devront pas emp\u00eacher les entreprises de porter un regard attentif aux initiatives prises par leurs collaborateurs, et encore plus \u00e0 la mani\u00e8re dont elles choisiront d\u2019int\u00e9grer l\u2019IA \u00e0 leurs propres services\u2026<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-4df62cb demo-block elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4df62cb\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-db49a3d\" data-id=\"db49a3d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-cf4e2eb elementor-widget elementor-widget-text-editor\" data-id=\"cf4e2eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>Essayez-nous gratuitement<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b108db4 elementor-widget elementor-widget-button\" data-id=\"b108db4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/staging.tool4staffing.com\/demande-de-demo-tool4staffing\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Essayez gratuitement<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-a044d73 elementor-widget elementor-widget-heading\" data-id=\"a044d73\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Le travail hybride, (un peu trop ?) questionn\u00e9 par les m\u00e9dias<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-41b8f63 elementor-widget elementor-widget-text-editor\" data-id=\"41b8f63\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les managers ne sont pas tous d\u2019accord sur les b\u00e9n\u00e9fices du t\u00e9l\u00e9travail : <\/span><strong><a href=\"https:\/\/www.hellowork-group.com\/fr\/actualites\/comment-se-sentent-les-cadres-et-les-managers-en-2024\/\">interrog\u00e9s par Hellowork<\/a><\/strong><span style=\"font-weight: 400;\"><strong>,<\/strong> ils sont 54% \u00e0 dire que le management \u00e0 distance complexifie le rapport qu\u2019ils entretiennent avec leur \u00e9quipe.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Cette tension illustre un d\u00e9bat plus large : le t\u00e9l\u00e9travail est-il vraiment un mod\u00e8le durable ou un compromis \u00e0 revisiter ?<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">\u00c0 en croire la presse, l\u2019ann\u00e9e 2024 aura \u00e9t\u00e9 celle du grand retour au bureau pour les m\u00e9tiers t\u00e9l\u00e9travaillables. Mais quand on y regarde de plus pr\u00e8s, elle aura plut\u00f4t \u00e9t\u00e9 celle de l\u2019av\u00e8nement du travail hybride et d\u2019une forme plus rationalis\u00e9e d\u2019organisation du travail.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Pour la plupart des entreprises, l\u2019heure n\u2019est en effet pas \u00e0 la fin du t\u00e9l\u00e9travail, mais plut\u00f4t \u00e0 la fin d\u2019une forme totale du travail \u00e0 distance ou de politiques de remote un peu trop librement interpr\u00e9t\u00e9es par les collaborateurs.\u00a0<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Dans les faits, on constate en effet que le rythme de deux jours de t\u00e9l\u00e9travail par semaine semble convenir \u00e0 de nombreuses organisations. Certaines vont m\u00eame plus loin en adoptant des politiques tr\u00e8s pr\u00e9cises : pas plus de deux jours cons\u00e9cutifs, interdiction de les placer \u00e0 c\u00f4t\u00e9 du week-end\u2026 autant de r\u00e8gles destin\u00e9es \u00e0 maintenir un \u00e9quilibre entre flexibilit\u00e9 et coh\u00e9sion d\u2019\u00e9quipe.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Finalement, chaque entreprise doit trouver ses propres ajustements, et les communiquer de mani\u00e8re claire. Ils peuvent notamment appara\u00eetre dans une \u201cCharte du t\u00e9l\u00e9travail\u201d, histoire de mettre tout le monde d\u2019accord. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-109d151 elementor-widget elementor-widget-heading\" data-id=\"109d151\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">La transparence, d\u00e9sormais au service d\u2019une vision plus moderne de la marque employeur<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9079098 elementor-widget elementor-widget-text-editor\" data-id=\"9079098\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Dans un monde du recrutement o\u00f9 la transparence est devenue incontournable, la marque employeur ne peut plus se r\u00e9sumer \u00e0 une fa\u00e7ade s\u00e9duisante masquant une r\u00e9alit\u00e9 de travail bien diff\u00e9rente.<\/span><\/p><p><span style=\"font-weight: 400;\">En 2025, les attentes des candidats resteront \u00e9lev\u00e9es, mais les entreprises auront, elles aussi, progress\u00e9.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Communiquer des fourchettes de salaire sur les offres, d\u00e9tailler les \u00e9tapes des processus de recrutement, ou encore r\u00e9pondre syst\u00e9matiquement aux candidats, surtout en cas de refus, sont autant de pratiques qui deviendront la norme pour r\u00e9pondre \u00e0 ces exigences.<\/span><\/p><p><span style=\"font-weight: 400;\">Mais la transparence ne s\u2019arr\u00eate pas l\u00e0. Elle passe aussi par une communication claire sur les valeurs, la culture d\u2019entreprise, et les perspectives d\u2019\u00e9volution propos\u00e9es aux salari\u00e9s. Les entreprises capables d\u2019incarner cette transparence \u00e0 tous les niveaux renforceront leur attractivit\u00e9 et, surtout, gagneront la confiance des talents dans un march\u00e9 toujours plus comp\u00e9titif.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">Pour conclure, en 2025, le recrutement sera plus que jamais un m\u00e9lange d\u2019innovation technologique et de valeurs humaines fortes. Avec les bonnes pratiques et outils, les entreprises peuvent transformer ces \u00e9volutions en v\u00e9ritables leviers de succ\u00e8s !<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>En mati\u00e8re de recrutement, les ann\u00e9es se suivent et ne se ressemblent pas. Parfois, de vraies r\u00e9volutions s\u2019op\u00e8rent en quelques mois \u00e0 peine, surtout quand une pand\u00e9mie vient tout chambouler. D\u2019autres fois, les changements s\u2019installent plus doucement, mais souvent de fa\u00e7on plus durable.<\/p>\n<p>Alors, \u00e0 l\u2019approche de la fin de l\u2019ann\u00e9e 2024, quels enjeux fa\u00e7onneront 2025 ? 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