In France, 86% of candidates research a company before even sending an application (HelloWork, 2025). The Talent Magnet Score™ measures your pulling power out of 100, across 6 axes, and tells you where to start to become a real talent magnet.
Updated 19 September 2026 · 5 min read
It's our reading grid of employer attractiveness, scored out of 100. It turns a simple question into a number you can steer: how much of a talent magnet are you, rather than an employer who endures the market?
It works on two levels:
The point isn't a score for the sake of it. It's to see exactly where you lose candidates, and what to fix first.
Because your employer brand decides who applies, before the first conversation. In France, candidates check before they commit:
And volume doesn't make quality: recruiters are handling 93% more applications than in 2021, while directly sourced candidates are nearly eight times more likely to be hired than inbound applicants (Gem, Recruiting Benchmarks 2026). A strong employer brand isn't there to bring in more CVs, it's there to bring in the right ones. What you don't measure, you can't steer. The score puts a number on a gut feeling, and turns "we have an attractiveness problem" into a plan.
A score is only worth something if it opens onto action. The Talent Magnet Score™ isn't one more ranking: it's a map that shows your strengths to amplify and your blind spots to fix, axis by axis.
It fits the logic of everything we build: employer branding attracts, recruitment selects, employee experience retains. The score is the measurable starting point of that chain.
| Axis | Good sign | Red flag | Quick win |
|---|---|---|---|
| Internal perception | Your teams recommend you spontaneously | Values displayed but not lived, high turnover | Run an eNPS and fix one concrete irritant |
| External perception | Rating > 4/5 and replies to reviews | Few reviews, or negative ones with no reply | Reply to every review, ask satisfied staff |
| Attractiveness | Regular inbound and spontaneous applications | You only hire via headhunting or referrals | Optimise the career page for conversion |
| EVP | Formalised, differentiating promise, by target | EVP missing or generic, copied from the market | Write 3 promise pillars, each with a proof point |
| Visibility | Regular employer content, rich career site | Silence on social, bare job ads with no context | Publish one piece of employer content a week |
| Retention | Active referral scheme, engaged ambassadors | No programme, zero employee sharing | Launch a simple, incentivised referral scheme |
A good diagnostic points to the axis dragging the rest down. No need to tackle everything at once: start from the heaviest weight (perception, attractiveness) and your lowest score, fix it, remeasure. The score isn't a photo, it's a dashboard. Use it to prioritise, not to reassure yourself.
FAQ
It's the Dan Partners reading grid of your employer attractiveness, scored out of 100. It rests on 6 weighted axes (internal perception, external perception, attractiveness, EVP, visibility, retention). A 12-question express diagnostic gives a first score and profile; the full 360° audit then cross-references your HR data, digital presence, online reviews and talent-competitor analysis.
Each axis is scored then weighted by its share of attractiveness: internal perception 20%, external perception 20%, attractiveness 20%, EVP 15%, visibility 15%, retention 10%. The sum gives an overall score out of 100, translated into four tiers, from "employer brand you endure" to "talent magnet".
Because it decides who applies. In France, 86% of candidates research a company before sending an application, and 65% go through the careers site (HelloWork, 2025). And volume doesn't make quality: recruiters are handling 93% more applications than in 2021, while directly sourced candidates are nearly eight times more likely to be hired than inbound applicants (Gem, Recruiting Benchmarks 2026). What you don't measure, you can't steer.
Yes. The 12-question express diagnostic is free and gives you your Talent Magnet Score™ and your attractiveness profile by axis. It's a first snapshot. The detailed 360° audit and the action plan come as part of an engagement.
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