These recruiting methods that did not exist 10 years ago

by bold-lichterman

As technology evolves, recruiting has evolved. We see it on a daily basis with the clients we support, it can be difficult to navigate between the different methods that have emerged, and new platforms appear every day. A brief overview of the major methods that have taken off in 10 years, that we have experimented with ourselves within 231e47 or by accompanying large groups.

Social networks

You can’t imagine recruiting without them, yet they weren’t really a part of your life 10 years ago. This is obviously social networks. In 2006, LinkedIn had not really developed internationally, Facebook had not launched its business pages, Twitter was barely emerging. Recruiters didn’t have my same opportunity to use sourcing to reach passive candidates, companies couldn’t build employer brands outside of their website, the conversation between candidates and companies didn’t exist. You couldn’t have data on your candidate community or on differentiating your speech based on your audience. Social media has become deeply rooted in recruiting practices by radically transforming them, and will continue to transform them as more and more of our clients seek innovative ways to use social media and transcend its initial use.

Power to the candidate

Imagine a world where the candidate has more power than the recruiter. This world exists, on the one hand through the development of transparency as on Glassdoor, on the other hand through the creation of platforms like woo.com. In terms of transparency, we help companies find how to motivate your satisfied employees to leave their review on Glassdoor, but also to respond to negative reviews in a relevant way to nourish your employer brand. As the HRIdea study has shown, companies are still not very proactive on Glassdoor, while bad reviews can deter a candidate from applying.

On woo, technical profiles like developers, difficult in the United States, create anonymous files (because they do not want their employer to find them) with their skills and especially their requirements in terms of salary, position, comp & ben… Recruiters then only see the cards that include requirements that they can meet. The candidate, highly sought after by recruitment firms, know that they will not receive any proposal that does not suit them. Ready to become flexible?

Deferred maintenance

Deferred interviewing is used more and more by recruiters and appreciated by candidates. To remind you how it works, recruiters define questions that will be sent indifferently through a platform dedicated to all candidates, who respond by video. The platforms started to explode recently, when recruiters searched for a solution that would allow them to select candidates without the difficulty of keeping interviews in their diaries. The advantage is undoubtedly to be able to get a more complete idea of ​​the candidates than on the phone, since we can also analyze their body language. For candidates, the deferred interview allows questions to be answered when they are most comfortable, in a world they know without the stress of face to face.

recruitment

Geolocation, co-option, job matching: mobile recruitment in action

Finding a job close to home, a job that matches your skills or recommending a relationship… These three tasks are far from new in the recruitment process. However, having mobile applications dedicated to it has changed the situation and allowed their explosion. Each of these three sectors has been simplified by mobile: co-optation has taken advantage of social networks to rely on all the contacts of its users in one click.

Geolocation has gained a lot from the possibility of locating a user’s mobile phone and offering him offers around him. Job matching, which uses data to offer candidates the most appropriate positions. By offering them on mobile, candidates can use their spare time to sort through job offers. Anywhere, all the time, in transport or in the supermarket.

pokemon-geolocation

Gamification & MOOC

Have you ever wanted to train a candidate who lacked a single skill to have the perfect profile? On the contrary, have you dreamed of evaluating a candidate on the tasks for which he is really operational? For the first case, you can launch, like Amazon, Facebook or Google, MOOCs accessible on a simple entry level test and select the best elements among those who have gone to the end of the MOOC. For the second, platforms allow you to create challenges to be solved by candidates (especially on technical profiles such as developers). You will then be able to recruit from among the candidates who have solved the tests, with the possibility of analyzing how they are doing. These MOOCs and serious games both correspond to the same idea of ​​better recruiting, you can bring added value to candidates so that they can start learning or playing. with you even before joining the company.

jean-noel-chaintreuil- 231e47Jean-Noel Chaintreuil is the CEO and founder of 231E47.

This company supports companies in defining and implementing their digital acculturation strategies.

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