Recruiting cannot be improvised in a hurry. It is important to think carefully about your hiring tools, to maximize your chances of hiring the new hire who is right for you. Job ads, application management, website, career site, career site, optimization of your employer brand or your recruitment software... In short, here are some essential tools for your recruitments.

The dashboard: a must-have for your recruitments

The scorecard is a great tool for human resources management. It allows you to indicate all the information concerning the recruitment process and to list all your needs relating to the latter. It comes in the form of ratios, graphs and figures, providing indicators of your recruitment (number of candidatures received for job offers, candidate profile, candidate experience per position, duration of process, number of rejections per Job announcement, ranking of best candidates, quality of recruitment, number of vacancies in total in the company, etc.).

In short, it is an organizational tool that allows you to Save time, because it brings together in a single document all the data you need for a recruitment management optimal.

Social networks: key levers for your digital recruitment

Do not underestimate the importance of social network, especially among young candidates. Currently, 81% of the young generation say they read news from a company page via professional social networks before applying and 91% consider that this information is useful for them application process^[1]. According to the same study, 52% of young graduates of Generation Z say they were contacted by recruiters via social networks once they graduated.

As you will have understood, social networks represent a recruitment solution not negligible. So consider integrating a social media campaign into your recruitment strategy !

Be careful, however, to adapt your recruitment techniques : we are not addressing the younger generation in the same way we would address a senior audience. For recruit effectively Generation Z prefer TikTok, a platform already used by the biggest recruiters as a Pôle Emploi. For example, you can make a fun video filming the coworkers about your company, or a question-and-answer interview at HR department to highlight the station, not to mention the keywords adequate (job offer, hiring, position to be filled, etc.).

If you want recruiting the best talent among experienced managers, LinkedIn will be your ally. The articles are very popular on this social network : remember to write airy content, with bullet points and illustrations that make it easier to read and make you want to postulate.

Job matching: a new tool that is emerging among recruiters

Did you know that job matching platforms could be a real talent pool ? Like dating applications, job matching applications work on the same principle: the match! What does that mean in practice? Les potential candidates indicate what they are looking for in a company (as they would when looking for a partner, adapting it to the professional world): work environment, relational, salary, corporate culture, etc.) and the recruiter in turn indicates the skills he is looking for in a candidate. If the two expectations match, then it is a match and both can start the recruitment process.

Once again, job matching is one of recruitment tools the most popular by young talents, That they apply to major groups or smaller businesses. Young candidates like it when recruitment process are fast, and all they have to do is swipe to be able to submit their applications.

You want to use this tool for your recruitment campaigns, in order to better identify candidates who are right for you and recruit easily, in a flash? Choose the application of your choice Jobamax, Bumble Bizz...) and indicate the skills you are looking for for each candidate (years of experience, training, Soft Skills...). The application will match your expectations with those of the candidate, by selecting the best profiles adapted to your request. Undoubtedly, job matching is one of the new recruitment methods the most fashionable of the moment!

Artificial intelligence and its recruitment tools 2.0

Les recruitment tools based on an artificial intelligence system have emerged in recent years. This allows the recruiter to further refine their hiring process and recruit from new talents thanks to advanced technologies.

Some job sites like theAPEC, Monster or CadremEmploi publish their Job offer on their site and the robot is in charge of sorting the candidates like a recruitment agency, based on the studies and the key skills that recruiters are looking for.

There are also even more advanced artificial intelligences, called Applicant Tracking Systems. The latter are very precise in their selection process by integrating a large number of criteria into their search, such as key words that we want to find in the resume for example.

And for automate especially your recruitment, there is a tool used by a large number of recruiters, I named GPT-3. It contains nearly 75 billion parameters and a dictionary of over 200 billion words. Race report: this AI writes for you the Job description that you want, as well as other content employer brand (aimed at promoting the image of your company with your future collaborators), with a high degree of precision. All you have to do is give her a title, a handful of keywords, possibly an editorial plan and she will take care of the rest! In just a few minutes, you are now with a Job description well put together.

Ditto for candidates, who will be able to rely on to write their motivation letter or boost their CV for example, as part of a recruitment Or of a spontaneous application.

Note Bene: do not fully deliver your recruitment process in the hands of artificial intelligence. It still happens all too often that AIs write job descriptions lacking ethics or diversity, and which become discriminatory. That is why it is essential that the Human Resources Department or others involved in recruitment bring a second reading.

Moreover, while AI is a great recruitment tool for automate some tedious tasks such as writing a Job description or the sorting of CV, she is currently less competent in terms of emotional intelligence and is less able to convey your corporate culture. It is up to you, recruiters, to highlight the DNA of your company during your recruitment campaigns, with tools that reflect your values and your reason for being. Remember that today, candidates not only want a simple salary, but also a work environment in which they can thrive.

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^[1] “How Generation Z is using professional social networks to find a job”, Le Figaro, May 30, 2018