Sourcing in France: 10 Essential Tips for Your Recruiting Strategy

Hiring in France isn’t just about translating your job ads — it’s about translating your strategy.
From the way CVs are written to how candidates expect to be approached, France has its own recruitment codes — and ignoring them means losing top talent.
Hier, you'll discover 10 essential tips to adapt your sourcing approach and connect meaningfully with French candidates — the right way.

The French job market is shaped by a strong academic tradition, centralized regulation, and a relatively low rate of geographic mobility.

According to INSEE, over 45% of the French workforce holds a university degree, and graduates of Grandes Écoles – elite institutions such as HEC Paris or Sciences Po – enjoy a prestigious status.

Unlike Germany or the Netherlands, many skilled French workers are employed in the public sector, which accounts for nearly 20% of the workforce (fonction-publique.gouv.fr). These candidates are more risk-averse and harder to attract with standard private-sector perks.

Moreover, the youth unemployment rate in France was over 17% in 2024 (Eurostat), but many young graduates are highly skilled and open to mobility – especially in sectors like tech, engineering, or international business.

While many French professionals speak English, your first message should ideally be in French – especially if you're contacting them on LinkedIn. According to Cadremploi, 78% of French candidates prefer being approached in their native language, even for international roles.

Use formal and polite language. Example:

Madame Dupont, je me permets de vous contacter suite à la consultation de votre profil…

Avoid slang, emojis, or informal greetings like "Salut" or "Hey" unless the person explicitly uses them. Addressing candidates formally and respectfully is not outdated – it's expected.

France uses more than just LinkedIn. While it remains important, local platforms like:

• APEC – targeting executives and young graduates,
• Cadremploi – ideal for experienced professionals,
• France Travail – the public employment service,
• Welcome to the Jungle – great for start-ups and employer branding

…are often more relevant, depending on your target role.

Regional job boards like RegionsJob are effective for local hiring in cities like Lyon, Bordeaux, or Lille.

LinkedIn is used by over 26 million people in France (Statista), but many profiles are inactive or rarely updated.

To improve engagement:

• Join French LinkedIn Groups related to your sector.
• Participate in events like VivaTech to gain visibility.
• Explore Slack and Discord communities, especially in tech (e.g., Tech.Rocks).

Also consider Viadeo (viadeo.com), which still has active users in traditional industries, especially in smaller cities.

French CVs are typically:

• One page in length (even for senior roles),
• Conservative in tone,
• Focused on education and job titles, rather than achievements.

Important codes to know:

• Bac+3 = Bachelor's level
• Bac+5 = Master's level
• CDI = Permanent contract
• CDD = Fixed-term contract
• Alternance = Dual-study (similar to apprenticeships)

Unlike American or German CVs, French résumés rarely mention KPIs or performance metrics. You must often read between the lines.

"Pay attention to university names and diploma types – graduating from a Grande École often carries more weight than company experience."

Valérie Melloul
Recruiter
Eurojob-Consulting

Salary matters – but it's not everything. French candidates value:

• Work-life balance,
• Social protections,
• Career development,
• and meaningful work.

According to APEC, 65% of candidates prioritize career growth over salary when considering a job offer.

Key benefits to highlight in your message:

• Tickets-Restaurant (meal vouchers),
• Mutuelle santé (health insurance),
• 13th month bonus,
• Remote work policies,
• Internal mobility and training programs.

"Cultural fit and project purpose ("le sens au travail") are especially important to younger talent."

Valérie Melloul
Recruiter
Eurojob-Consulting

Generic messages don’t work in France. A respectful and tailored approach is key. Candidates want to know:

• Why you are contacting them,
• What makes their profile relevant,
• Who you are.

Example of an effective opening:

Votre parcours chez Airbus et votre diplôme de l’INSA font de vous un profil parfaitement aligné avec le poste que nous proposons chez notre client basé à Toulouse.

Avoid pressure tactics like “this opportunity won’t last” – they’re often counterproductive in the French context.

Hiring processes in France can be longer and more formalized than in Germany or the UK. Be prepared for:

• Multiple interview rounds,
• Structured HR processes,
• Long notice periods (often 2–3 months for white-collar roles).

Don’t expect quick turnarounds. Candidates appreciate transparency and patience, not constant follow-ups.

France has strict labor laws and GDPR rules that affect sourcing. Key points:

• All employers must contribute to health insurance and pensions.
• Job ads must not be discriminatory (gender, age, etc.).
• You must comply with CNIL rules when collecting candidate data.

For contracts, always clarify the type (CDI, CDD, freelance), working hours (35h/week), and benefits. Avoid ambiguity.

To succeed in France, it’s smart to partner with local actors who know the system and culture. Examples:

• CCI France Allemagne – for Franco-German business development
• Local headhunters or RPOs
• University career centers (e.g. ESCP)

These networks give you access to hidden talent pools and help you avoid cultural pitfalls.

Sourcing in France requires more than just good tools – it demands cultural fluency, legal awareness, and respect for local expectations. By adapting your strategy to the French market, you’ll not only reach better candidates – you’ll also build stronger long-term relationships.

learn more:

• Employee Disputes in France: A Step-by-Step Guide for Employers
• How to Hire in France Without Relying on LinkedIn or Job Boards
• Recruiting in France? Here’s How to Communicate Effectively with Candidates