How to Hire in France Without Relying on LinkedIn or Job Boards

Think all top candidates in France are on LinkedIn or job boards? Think again.
A significant portion of the French workforce operates outside of digital recruitment channels—especially skilled workers, older professionals, and those in technical trades. If you're relying solely on online platforms, you're missing out on a vast, qualified, and often more loyal talent pool.
This guide reveals how to find and hire these hidden candidates through trusted local networks, schools, unions, and in-person events—exactly where most international recruiters fail to look.

"An estimated 60% of job placements in France happen outside of digital platforms. "

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

According to data from France Travail(https://www.pole-emploi.fr "Pôle Emploi"), only 40% of candidates use online channels like LinkedIn or job boards. The remaining majority rely on personal referrals, local networks, or direct contact.

A concrete example: a mechatronics SME in Brittany filled 80% of its positions through employee referrals over two years, without publishing a single online job ad. Many such candidates are deeply rooted in their local communities and lack a digital footprint, yet offer high loyalty and retention.

In rural areas such as Auvergne, over 50% of workers come from apprenticeship backgrounds (via the “alternance” system), often finding jobs through school contacts rather than digital tools.

In France, personal recommendations are a powerful hiring method. Data from the Ministère du Travail shows that over 40% of jobs are obtained through informal networks.

For instance, Groupe Routhiau, a food manufacturer, incentivizes internal referrals with €300 bonuses, resulting in 35 hires in one year—entirely offline.

Employers also benefit from joining local networks such as MEDEF and Réseau Entreprendre, where hiring often happens through word-of-mouth during networking events. Additionally, CCI France offers access to regional “HR clubs” and referral forums.

Regional events in France are critical for reaching offline candidates. According to Pôle Emploi, job fairs yield a 47% application rate per event—higher than most online job ads.

Examples include:

• Salon TAF in Occitanie, organized by regional councils,
• Foire de Châlons-en-Champagne, where a metal company hired 12 welders over 3 days,
• Nuit de l’Orientation by the CCI Paris Ile-de-France, drawing over 10,000 attendees annually.

These events attract passive candidates—students, parents, and mid-career professionals—many of whom are not on LinkedIn.

"Vocational schools and universities are key to accessing young, offline talent. "

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

Over 840,000 apprentices were enrolled in 2023, often via CFA training centers.

Example: the Campus des Métiers de l’Aéronautique in Bordeaux regularly partners with Dassault Aviation to recruit directly through faculty contacts.

Top schools like INSA Lyon and Université de Strasbourg have career offices that connect employers with students before they create online profiles. Local "job dating" events are common and highly effective for logistics, construction, and industrial roles.

Industry groups and unions are recruitment allies in France. Organizations like CGT and CFDT often help workers find jobs via their networks.

Example: a manufacturing SME in Grand Est region collaborated with the FIM to fill nine positions with skilled workers, none of whom had online profiles.

Professional bodies such as the Ordre des Infirmiers and Fédération Française du Bâtiment also maintain job boards and membership databases—particularly useful in sectors like healthcare and construction.

In unionized regions like Hauts-de-France, candidates often hear about jobs through trusted internal channels like union newsletters or staff delegates.

For more great tips

• Hiring in France: How to Avoid Costly Mistakes
• How to Reduce Recruiting Costs in France: 5 Proven Strategies
• Sourcing in France: 5 Common Mistakes When Approaching Candidates