Ethics, transparency and recruitment

In an increasingly competitive Luxembourg labour market, ethical recruitment is a key factor in attracting talent to companies in the grand duchy.

A marked change in practices

The recruitment sector in Luxembourg is undergoing a significant transformation in terms of transparency. Whereas in 2022, only 30% of recruiters mentioned salary in their job advertisements, this figure had jumped to 60.6% by 2024.

This development reflects a growing awareness among Luxembourg companies of the importance of transparency in their strategy for attracting talent.

Candidate expectations

Talent in Luxembourg is increasingly demanding in terms of ethics and transparency. A recent study reveals that 70% of candidates consider a company’s ethics to be a determining factor in their decision to accept an offer.

This trend is particularly marked in a multicultural country like Luxembourg, where the diversity of profiles requires an inclusive and equitable approach.

A competitive advantage

Luxembourg companies that adopt ethical recruitment practices enjoy a significant competitive advantage. According to the Ethical Recruiting 2023 report, these companies recorded a retention rate 30% higher than the industry average.

In a tight labour market like Luxembourg’s, where the war for talent is raging, this advantage is crucial.

Trust, the key to attractiveness

Transparency in the recruitment process increases candidates’ confidence in employers. A survey conducted by the National Association of Human Resources Professionals showed that 75% of applicants feel more confident when they receive detailed feedback on their application, even if they are turned down.

This confidence is essential for attracting the best talent, particularly in Luxembourg's cutting-edge sectors such as finance and technology.

Training and awareness-raising

To maximise their attractiveness, Luxembourg companies are investing in training for their HR teams. According to a Deloitte study, 63% of candidates believe that recruitment processes lack transparency.

By training recruiters in ethical practices and recognising unconscious bias, companies can significantly improve their ability to attract and retain talent.

In conclusion, the adoption of ethical and transparent recruitment practices is proving to be a powerful lever of attractiveness for Luxembourg companies. In an international and competitive labour market, this approach not only makes it possible to attract the best talent, but also to build a reputation as an employer of choice. Companies that are able to integrate these principles into their HR strategy will be best positioned to meet the recruitment challenges of tomorrow’s Luxembourg.

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