We therefore asked ourselves how we could give better access to the “backstage” of Danone to candidates who would not have the opportunity to meet our managers and directors directly; and this on a model of sharing information with our interlocutors. We therefore decided in 2010 to go further in this close relationship with students and young graduates from all backgrounds, by setting up a new channel for regular and continuous exchanges, complementary to our existing system. Through these exchanges, we wanted to better understand their questions about Danone and our businesses, but also give them more freedom and direct input.
Us About Them, Beyond Their Knowledge
Web 2.0 tools, especially social networks, very quickly appeared to be the best tools to Nepal Phone Number meet these objectives. They facilitate direct exchanges and interactions, allow a strong reactivity and are. Now accessible and used by a very large number of students and young graduates. We have chosen Facebook as the preferred exchange platform, which is now popular with young people aged 15 to 35 who connect to it several times a day. The opportunity offered by social networks such as Facebook was still little exploited from an HR point of view by companies in France.
And for Danone This Privileged
In the end, the “editorial line” of our Danone Jobs fan page continues to co-constructe. With students and recent graduates according to their questions and the subjects they wish to address. The interest for us is to be able to listen to what students and young graduates can say directly. About our “employer brand” while having the ability to. Able to provide them with answers very quickly and this with the most transparent possible discourse. By hiring managers who are, ultimately, the company’s best ambassadors. Since the creation of this page barely 2 years ago, the number of. Internet “fans” of Danone Jobs has continued to. Increase to reach more than 6,000 currently registered with peak usage of up to 3,000. Internet users who view.