Co-optation is increasingly popular in recruitment for companies and candidates, especially for jobs where competition is fierce. A method based on the principle of trust and prior knowledge of the applicant, the reports from people who have been co-opted are unanimous: co-optation makes it possible to enter the recruitment process with an advantage over other candidates who have applied through the traditional route. We meet with three women who found employment through this process. 

Co-optation is very much in vogue

A 2023 survey of 500 recruiters shows that 76% of co-optation recruitment programmes are less than 5 years old. This statistic demonstrates the recent enthusiasm for this technique. For an employee, it consists of recommending a candidate from their personal or professional network to fill a position in their company.

And there is good reason for this, because co-optation has advantages both for the company and for the co-opting employee. “Co-optation is an incredible driver for talent acquisition and loyalty. Before recommending a profile, the employee ensures that the skills acquired over the course of the candidate’s professional experience and their personality are consistent with the position to be filled and the company DNA,” says Roxanne, a recruitment manager and co-optation programme coordinator.

From the employee’s point of view, co-opting a candidate usually entitles them to a bonus when the recruitment is confirmed and the trial period ends successfully. The amount is at the discretion of companies and varies between €50 and €2,000. But what about the co-optees? What do they gain from using this method?

The recruitment process is often simpler

“In principle, the recruitment process in my company consists of 5 steps. My former supervisor who works at this company was about to start recruiting for her team and she thought of me. She invited me to apply even before the job offer was officially published. In the end, I only had one interview with the manager before being recruited,” says Loren, Marketing and Digital BtoB Project Manager.

This situation was also experienced by Christine, an Executive Assistant in Geneva. “A person from my LinkedIn network contacted me to tell me that his company was recruiting a short-term contract position to replace a colleague on sick leave. I was looking for a job at the time, so I agreed to talk with her. During our conversation, she explained that she appreciated my LinkedIn posts and wanted to work with me. I sent her my CV and she contacted me again to schedule an informal interview with the Vice President. During the interview, I realised that I had already applied for this job through a recruitment agency without knowing that it was for this company. My application had been declined by the agency and yet, in the end, I got the job. Now I have a permanent contract. “

However, not everyone gets the chance to skip one or more steps of the recruitment process. It depends on the position and the status of the person co-opting. In both of our examples, employees were looking for a new member to join their own teams. For Solène, a HR Director in a digital services company, the situation was different: “My partner was the person who recommended my profile to a colleague who became his friend, but he didn’t work in the same department. I went through all the recruitment steps like any candidate. “

Whether the recruitment process is shortened or not, co-optees must prove themselves in interviews like every other candidate. “The position is not an automatic entitlement just because we have been co-opted. The recruiter makes sure they evaluate our application objectively,” insists Christine.

Being co-opted gives you a peek behind the scenes at the company

To prepare for the recruitment interview or simply get a sense of the company culture, 94% of candidates visit the career’s website (RégionsJobs survey). But when information is scanty, incomplete or vague, it is difficult for them to get a concrete idea of the reality of the company. This is where co-optation differs from a job board: it offers access to a high level of information and as close to the reality on the ground as possible.

In fact, co-opting employees are like ambassadors for the company and they offer a behind-the-scenes look. For Solène, this was a big advantage over other candidates: “Thanks to my partner who co-opted me, I had access to a wealth of information about the company’s culture, employees and working methods. Inevitably, it helped me to frame my questions and answers during the interview, and also to adapt quickly and easily to my new position.” Loren shares this point of view: “My friend briefed me about the business, the culture and the operation. I felt more confident and relaxed on the day of the interview.”

When someone is co-opted, it is essential to make the most of this advantage. “How is the company organised? Who are the key people and the conversation points to highlight during the recruitment process? These are examples of questions to ask co-opters. Their feedback and advice are very useful to assess the compatibility of the position and the company with your expectations, and to speak the same language as the recruiter,” advises Solène. 

The co-opting employee wants to do well

While co-optation has many advantages for candidates, it is also a source of stress. The organisation expects employees to ensure that the co-opted profile is consistent with and qualified for to the position to be filled and the company culture. By presenting their contact’s CV, the co-opting employee "goes out on a limb" for that person. Candidates know this and it is a source of stress.  “During the recruitment process, I was stressed because I didn’t want the person who co-opted me to regret it and suffer repercussions if I wasn’t up to scratch,” says Catherine.

Growing your network is the key to finding a job by co-optation

Without a network, there can be no co-optation. For Catherine, “it is essential to develop and nurture your network. You need to keep in touch with former colleagues and managers and be visible on social media to attract new contacts and make them want to co-opt us. “

This advice is even more important advice in business sectors notable for stiff competition. "Every business touch point is important. Such and such a person is simply a colleague today, but tomorrow they could help me find a job,” says Loren.

In conclusion, co-optation is a technique that should not to be neglected when looking for a job. Of course, it is not a guarantee that you will be get the job, but its advantages are significant enough to stand out from the crowd. So make good use of it!