The essential tools for BtoB recruitment prospecting
The BtoB prospecting in recruitment can quickly become tedious if you don't have the right right tools. In this article we recommend some of the tools you won't be able to do without!
These tools include ATS (Applicant Tracking System), which follow the entire candidate pathfrom the moment the candidate applies to the ad to the moment he or she actually takes up the position.
Between time savings and performancethere's every reason to equip yourself with the applications and methods needed for effective effective prospecting.
Tool 1: Sourcing tools
The first stage in BtoB recruitment is sourcing. The sourcing consists of finding potential candidates to meet companies' needs.
To find candidates, you need to visit social networks, CV libraries and target companies. These include :
- JobTeaser
- Indeed
- Pôle Emploi
- Welcome to the jungle (add link)
LInkedin is home to millions of profiles with more or less accessible information. You can retrieve data (email + phone) using the Marvin Recruiter extension. The Waalaxy application is a great help in retrieving information. Equipped with an e-mail finder, this tool will find your prospects' e-mail addresses for you.
When you search for a profile in a database like Marvin, you can find anyone in two clicks thanks to advanced filters.
Use the filters to reduce the number of hits by specifying your search. Whether by location, level of diploma or training, filters can be combined. So you can find the candidates whose CVs most closely match what you're looking for.
One of the features that doesn't fall short of the mark is the notification that your candidate is already present in your ATS if you're on their linkedin profile. You can continue sourcing without worrying about whether the profile has already been integrated into the ATS.
Tool 2: Application management tools
That's it, you've got a bank of profiles and you're ready to move on to the next stage: interviews. You can't improvise interviews!
First of all, you need to choose the candidates you're going to interview. Marvin can customize your columns according to your needs and research.
Thanks to the notes that can be added to candidate files, all the remarks you have entered manually are accessible. These personalized notes are a great decision-making aid.
The wide range of scales (individual, team or company-wide) makes it easy to navigate through the applications, providing both a precise and global overview.
To help you find your way around, you'll need certain technological tools. They will help you manage your applications and sorting CVs.
Not all applications progress at the same pace, so you need to be able to follow the progress of each one independently of the others.
For optimal tracking, use a good ATS! With its ergonomic dashboard, it lets you view only the information you need, change the status of applications with a single click as they progress, and much more!
When it comes to organizing the interviews themselves, there are a number of software programs that make it easy to meet candidates by videoconference.
We advise you to use Teams, which is easy to use and well known to candidates. So they won't be confused if you send them a link to a meeting on this platform. What's more, this application is compatible with the Marvin ATS.
Tool 3: Communication tools
During the recruitment process, you're bound to come into contact with candidates. More than that, you need to maintain the link.
There are many online communication tools, from instant messaging to videoconferencing and e-mail. It's important to be familiar with these tools.
Instant messaging
More and more firms are using instant messaging to communicate with their candidates. This allows for a less formal exchange.
Among them, we recommend WhatsApp or Slack. These two applications are once again compatible with L'ATS Marvin.
They will also enable candidates to contact you in case of questions or unforeseen events.
The mail
E-mail is still the preferred method for sending links to videoconferences, for example. When non-urgent, detailed information needs to be transmitted, e-mail is the tool of choice.
For example, you can opt for mailboxes such as Outlook or Gmail.
Videoconferencing
To conduct interviews, you'll probably need to use software such as Teams, Zoom or GoogleMeet.
With more and more interviews being conducted remotely, it's vital that you're comfortable with these tools. They play an important role in creating a successful candidate experience.
Tool 4: Data analysis tools
If your sourcing is successful, you have enough information about the candidates. You just need to analyze it! At this stage, the aim is to match the needs of target companies with candidates.
Thanks to this matchmaking system, you'll be able to obtain a list of candidates who meet the criteria for each vacancy. Once again, you can classify candidates by job type, skills, etc.
You'll find all the information you need on the candidate's file: telephone number, e-mail address, qualifications, etc. Marvin gives you a clear, uncluttered view of perfect matches.
Tool 5: Monitoring and reporting tools
It's important not to neglect monitoring and reporting. With a view to improving the recruitment process, it is imperative that you report on your results. results.
What's more, reporting is often requested by your superiors so that they can monitor your performance. Reporting is seen here as a way for your bosses to read your activities.
Marvin has thought of everything! The ATS automatically makes your activity visible in real time, so that your managers can steer the company's activity without you having to do a thing.
The results must be presented clearly, so that they can be analyzed directly without having to be modified beforehand.
The following analysis involves calculating and highlighting a number of indicators.
The number of applications
To get an accurate idea of the offer's visibility, you need to know how many people applied. This number needs to be taken into account, along with the abandonment rate and the acceptance rate.
The canals
By analyzing applications in relation to the channels on which they were published, you can see the impact of your offers on a specific page.
Analyze by social network and website not only the number of applications received, but also the candidates' profiles. This way, when you're looking for a particular profile, you'll know on which page you should publish the offer first.
Quality of recruitment
By taking a look at the time employees spend with the company before moving on to new horizons, you'll be able to tell whether or not your recruitment was of high quality.
If your turnover is too high, it might be worth looking into why employees are leaving. Sometimes, there can be a discrepancy between theimage conveyed during the recruitment process and the day-to-day reality within the company.
Too high a turnover means additional costs that could be eliminated by analyzing the results of the recruitment process.
Diversification of hiring
The focus here is on the initial training of your new employees, as well as on the male/female ratio.
The Marvin interface makes it easy to analyze your results. For example, at a glance, you can see the number of contacts compared to the number of qualifications. You'll also have access to the number of prospects in relation to the number of customers, itself in relation to the number of contracts signed.
Once you've carried out the analysis, you'll be able to save time and money by making quick and easy adjustments to your recruitment process. For example, by knowing the duration of each stage of the recruitment process, you can tailor it to your needs.
For a successful BtoB recruitment process, it's important that you equip yourself with right tools. Using an ATS such as Marvin will take a great deal of the burden off your shoulders, allowing you to concentrate on the essentials.
Visit applicant follow-up is a key point in recruitment, and without ATS it can quickly become complicated. Thanks to this tool, combined with software dedicated to communication and sourcing, you'll never miss the perfect candidate again..
You're convinced, but you'd like to test ATS before taking the plunge? It's important to get to grips with the tool before integrating it into your recruitment process.
To try it is to adopt it! Then we'd like to invite you to request a demo right now.
