Sourcing in France: 5 Common Mistakes When Approaching Candidates

France is a competitive and highly selective talent market. If your goal is to attract skilled professionals here, your outreach strategy must be razor-sharp. Unlike other markets, French professionals are especially sensitive to tone, timing, and personalization. A single poorly written message can lead to a promising candidate ignoring you — or worse, blocking further communication entirely.

In today’s hiring landscape, posting job ads isn’t enough. Successful sourcing means proactively reaching out to candidates, whether or not they’re actively job hunting. But how you do this is crucial. Whether you're targeting a software engineer in Bordeaux, a data analyst in Paris, or a marketing expert in Marseille, a well-crafted first message can be the key to sparking genuine interest.

One of the most common — and costly — mistakes recruiters make when sourcing talent in France is sending generic, copy-paste messages.

"French professionals are known for their high expectations when it comes to communication style and relevance."

Susanne Goniak
Senior Recruiter
Eurojob-Consulting

According to a study by HelloWork, over 72% of passive candidates in France ignore messages that feel impersonal or templated. Even worse, 1 in 3 says they would block or report a recruiter who sends them a message that "clearly shows no effort to understand my profile."

Instead of using phrases like "We have a great opportunity for you" or "We’re hiring people like you", reference something specific from their profile. For instance: "I noticed you led the rollout of SAP S/4HANA at L'Oréal. We're currently implementing the same technology across our French operations and would love to learn from your experience." This approach is not only more engaging, but also shows genuine professional interest.

The difference is measurable: recruiters who include personalized details (such as project names or previous companies) see up to 38% higher response rates, according to data from LinkedIn Talent Insights. This is especially important in highly competitive sectors like tech, healthcare, and engineering, where qualified candidates receive multiple offers weekly.

Remember, in France, personalization isn’t just a "nice to have" — it’s a cultural expectation and a key to building trust.

When approaching French professionals, timing and effort perception are everything. One of the quickest ways to turn off a candidate is by overloading them with demands in your very first message.

"Asking them to "send their resume", "call you back", or *"read through a job description" immediately places a burden on them — especially if they’re not actively job-hunting. "

Susanne Goniak
Senior Recruiter
Eurojob-Consulting

In France, where professional culture emphasizes work-life balance and respect for personal time, this kind of forwardness can feel intrusive or even rude.

A 2024 study by Apec revealed that 62% of French executives prefer messages that are "light, clear and non-committal" in the first contact. They’re more likely to respond when the message is about them, not about what they should do for you. For instance, instead of writing: "Can you send me your updated CV?", consider a softer, more engaging question like: "Would you be open to a short conversation to explore if this aligns with your current interests?"

In fast-moving sectors like cloud computing or biotech, this sensitivity is even more critical. According to France Digitale, the average French tech candidate receives 3–5 recruiter messages per week. If yours feels like another task on their to-do list, it’s likely to be ignored.

Keep the first outreach low-pressure and curiosity-driven. Your goal isn’t to close the deal — it’s to spark interest and open a door. The actual hiring conversation can come later.

Sourcing is not a pitch deck — it’s a two-way conversation. Talking only about your company, its success, growth, and awards, might seem impressive to you, but it doesn’t answer the candidate’s key question: “Why me, and what’s in it for me?”

Shift the focus. Use questions that invite the candidate in. Try: “Would your experience with [Tool/Project] be something you’d like to build on in a new team?” or “Is professional autonomy important to you in your next challenge?” As Welcome to the Jungle points out, today’s candidates, especially Millennials and Gen Z, value dialogue, inclusion, and relevance over prestige alone.

Even the best messages can get lost in busy inboxes. In France, professionals often receive multiple recruiting messages per week. If you don’t follow up, you miss your chance. The trick is to follow up without spamming.

A good practice: send a gentle reminder 3–4 days after the initial message, and no later than one week. Don’t repeat your first message — add new value: a company update, a recent article, or a personal question. A simple “Just wanted to check if you had a chance to consider my message” can work wonders.

Using tools like LinkedIn Recruiter helps you schedule reminders, but always keep your tone natural and respectful. Candidates appreciate consistency — not pressure.

Follow-ups are crucial — but aggressive persistence is a dealbreaker. Messages like “Please respond ASAP” or “I expect a reply by tomorrow” can come across as pushy, especially in France, where professional decorum and tone matter deeply.

Instead, strike a balance between interest and patience. Try “I’d love to chat whenever it suits your schedule in the next few days”. This communicates urgency without being overbearing. According to JobTeaser, kindness and timing are among the top factors young professionals in France use to evaluate whether they want to engage with a recruiter.

For more great tips :

• How to Attract and Retain Talent in France – 5 Key Factors
• Follow Up Without Frustration: How to Keep French Candidates Interested Without Being Pushy
• HR Trends in France: Discover the Eurojob Consulting Employment Barometer