10 tips for successful online recruitment

RecruitersAs you know, everything is increasingly happening online. The Internet gives you access to an immense number of increasingly varied and diverse profiles. It's becoming easier and easier to track down the perfect candidate, just by doing the umpteenth LinkedIn Recruiter search. LinkedIn Recruiter.

But recruiting online requires a certain amount of know-how: how can you be sure that the profile on your screen is really the real deal? And how can you convince them that you have an opportunity for them that they shouldn't miss?

This article gives you a few keys to successful online recruitment.

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1. Multiply your recruitment channels

When recruiting online, put yourself in the shoes of the candidate you're looking for. Ask yourself where this candidate spends his or her time on the Internet? Which social networks do they frequent? Where are you most likely to catch their attention? 

In particular, multiply : 

• The channels on which you post your offer: 

Post on LinkedIn, of course, but also think about other networks, such as the JobTeasers of target schools, for example, or even the Pôle Emploi network. Be creative and ask yourself what's the best way to reach your ideal candidate. 

• The channels through which you source candidates: 

While LinkedIn Recruiter is the benchmark tool, don't overlook other platforms like GitHub or even Twitter, which can prove invaluable when recruiting a technical profile.  

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2. Make your job easier with a high-performance ATS

Export sourced profiles to your ATS

Once your profiles have been identified, we recommend exporting them to your ATS (Applicant Tracking System), so that you can process them from a centralized software system. 

However, it's out of the question to do it by hand, or to multiply zapier integrations that can add a lot of complexity where simplicity is possible... Some ATS like Marvin, for example, offer an extension that adds profiles directly from LinkedIn.

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A smooth transition to your new ATS

You're using an Excel file to manage your candidates, and you're afraid you'll lose everything when you switch to ATS? Fear not! The best ATS providers will offer you a reliable way of importing your precious database into their environment. Marvin even has an entire technical team at your service.  

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3. Don't forget the candidates in your database

Considerable gains in efficiency

As a recruitment agency, whether you specialize in a niche or not, you or one of your colleagues will certainly have carried out a similar recruitment exercise in the past. 

So don't forget to check your database to see if one of your former candidates doesn't match the job description you've just received - it can make your job a lot easier!

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But how do you find the right candidates?   

This is where it really pays to have a high-performance ATS on your recruitment team. 

With Marvin, you can perform advanced searches of your past candidates and those of your colleagues. But that's not all: ATS also offers automatic automatic matching with the vacancy you're recruiting for. 

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4. Set up several points of contact with your candidates 

A complete contact process

When recruiting online, it can be difficult to communicate the content of the position and the company's culture. That's why we recommend multiplying the points of contact with the candidate, so that they can fully understand what's involved and have the opportunity to ask any questions they may have. 

For example, as part of your sourcing process, prepare a message that's shorter than the job description to be sent beforehand, in order to start the conversation. You can then call the candidate directly to qualify them, and finally send them a summary email including the complete job offer. 

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How can I get your candidates' contact details?  

When you source candidates how do you find their e-mail address and phone number? You can, of course, ask to be connected to this person on LinkedIn or another social network, but they may take a long time to accept, or may never add you... 

Alternatively, you can use extensions such as Kaspr.io or Lusha or ATS Marvin Recruiter, which give you direct access to the person's contact details from their LinkedIn profile. Try it, it's magic! 

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5. Offer an online recruitment test

A practical method for qualifying candidates  

For certain positions and levels of experience, a simple CV is no longer enough. You need proof that the candidate possesses specific hard and soft skills. Unfortunately, a telephone interview or even a videoconference is often not enough...  

Think about online recruitment tests. These are increasingly numerous and varied, and enable you to effectivelyevaluate the candidate and their technical and behavioral skills required for the position you're looking to fill. 

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Be creative! 

While the simple Google Form sometimes does the trick, you can also use more sophisticated versions of the online recruitment test. 

For example, Testgorillas offers fun exercises that highlight your candidate's skills, while providing a quality experience. 

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6. Always remain the intermediary between your customer and candidates

Interviews: a pivotal moment

That's it, you've identified a few candidates who seem to have all the skills you're looking for, and who are interested in the position on offer. Now it's time to introduce them to your customer. 

As a recruitment agency, this is the key moment, because you need to keep control of the operation: there's no question of the candidate applying directly to your client!

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Be the central point of contact 

So it's really important to maintain your position as an intermediary. To do this, don't pass on the client's contact details to the candidate, and vice versa. Make sure you attend all the interviews that take place during the recruitment process. 

In this way, you'll remain at the heart of the process, and you'll be able to follow it through until your customer finally finds the ideal profile. 

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7. Take care of your interviews 

Technical aspects

Make sure the videoconference runs smoothly. Ask the candidate to introduce himself a few minutes in advance, and to check his lighting and sound recording. At the start of the interview, make introductions to open the discussion. Then turn off your microphone and take notes!

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Gather feedback from both sides

After the interview, ask the customer what they thought. This will give you additional information on the profile you're looking for. On the other hand, ask the candidate what he thought of the interview, and share the customer's feedback with him, so that he remains available if the customer is enthusiastic. 

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8. Work as a team

Depending on your skills and those of your colleagues, don't hesitate to divide up the work. This can save you a lot of time and make your job easier. But how do you "pass" candidates from one colleague to another? Some ATSs make it very easy.

For example, Marvin centralizes all your candidate files, making them accessible to all members of the recruitment team. Each file includes a history of qualifications, making it a truly collaborative tool.

9. Ask for references  

References are extremely useful in qualifying a candidate. Not only to make sure they've actually worked where they say they have, but also to get a more complete idea of their technical and behavioral skills. 

As a recruitment agency, you may offer this service... But you can also use an agency that specializes in checking candidates' references. 

Some of them offer comprehensive services, from a simple phone call to the former employer, to in-depth research to check whether a particular diploma has been obtained. 

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10. Ensure the security of your candidates' personal data

In the course of your recruitment activities, you have collected a great deal of personal data from your candidates. It would be unfortunate if this data were to be used for commercial purposes without their (or your) consent. 

So make sure this data is safe. By choosing a European ATS like Marvin, you can be sure that you're complying with RGPD - the European legislation on data processing. 

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Conclusion 

You now have all the keys you need to for successful online recruitment!

‍Butif you had to take one thing away from this whole article, it would be this: give your recruitment team the right tools. Choose a high-performance, automated ATS will save you precious time and make your recruitment a collaborative and efficient process.

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