Recruiters' prospecting tools

The job market is going faster and faster. More and more people are entering the job market every day, more and more highly qualified. Recruitment agencies need to adapt to this new situation.

‍Amongthese many profiles, sorting needs to be more precise, but also faster to highlight the unique candidates, crowding out the others. As the number of profiles able to create good CVs has increased, the market sometimes seems saturated.

‍Theuse of suitable prospecting tools enables a recruitment agency and HR teams to improve their selections while automating and optimizing certain stages .

‍Inaddition totraditional prospecting tools, there are now so-called " all-in-one"ATSs, which include all the essential features needed by any good headhunter.

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Why use a prospecting tool? 

Digital prospecting tools are essential for all recruitment agencies, whether physical or digital. It's a way of standing out from the crowd of other firms on the market.

When a company contacts a recruitment agency, it not only wants to obtain personnel expertise, but also access to tools for identifying and qualifying profiles and job offers.

Today's market is saturated, and the number of profiles and vacancies continues to grow. As a result, finding the right candidates has become a real challenge for recruiters. 

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Save time using prospecting tools

The use of prospecting tools saves firms time. Certain tasks in the recruitment process can be automated, freeing up valuable time for other tasks requiring specific expertise.

The efficiency of recruitment agencies is sometimes hampered by time-consuming tasks, such as writing personalized messages to candidates and companies. Prospecting tools also make it possible to personalize messages, and thus automate them.

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Improving efficiency through the use of prospecting tools

Prospecting tools don't just save HR time, they save efficiency too. As the job market is saturated and in constant turmoil, these tools enable firms to find the best candidates.

The tools automatically prepare the work of HR teams and recruitment agencies, enabling them to concentrate on the essentials, without wasting too much energy on the prospecting phase.

Prospecting tools available to recruitment agencies 

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Search engines

All the information a recruiter needs can be found online, via search engines. But where to start? 

Information on companies, sectors, schools and qualifications is available on the Internet, but the amount of time involved seems to be infinite. The role of recruitment agencies is to simplify the task for recruiters. The role of prospecting tools is to support recruiters.

What's more, search engine data can be erroneous or embellished. How can we be sure that the information provided by a particular school is true? How can we determine the true value of a diploma? 

HR teams carry out in-depth research to meet recruiters' needs objectively. Here again, time is precious, and digital tools can be used to automate certain research phases and increase efficiency.

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Social networks

In just a few years, a presence on a professional social network has become a virtual obligation for every recruiter and candidate. The use of social networks gives everyone real visibility. For headhunters, these networks are a veritable goldmine of information.

The differences between professional social networks are linked to the monitoring tools available, the time and budget that each individual wants to devote to them, and so on. We can list : 

• LinkedIn: the web's leading professional social network. Features include a shared news wall, a Company Page, advertising, statistical analysis and mobile applications.
• Viadéo: the French professional social network. It is currently used by over 10 million users in France (and 65 million worldwide). LinkedIn and Viadéo are very similar. Viadéo's weak point is that a large proportion of its users are present on the network, without actually being active.
• Twitter: this is the professional social network that focuses on real-time information. Publications are limited to 140 characters, and can be quickly published in a "tweet chain", providing high visibility via the 319 million users. However, we note that this number is declining, and that uses are very diverse on this network, which is not specialized in employment.
• Facebook also has its own professional social network, but this is still in the development phase.

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Job boards

A few job boards are worth mentioning: 

• Monster, which focuses on IT, sales, finance and accounting jobs in the Paris region.
• Indeed, a job aggregator. This engine centralizes job offers published on several search platforms. Indeed's advertised simplicity is limited by the fact that it is virtually impossible for candidates to apply directly on the site.
• APEC is the search engine specialized in executive employment.
• RégionsJob centralizes jobs located in the French provinces.
• Pôle Emploi depends on the government and offers a wide range of jobs for all profiles.
• Cadremploi allows companies to post their offers for executives directly on the site.
• Jooble is an international search engine now expanding into France.

The proliferation of job boards is a direct consequence of the saturation of the job market. With so much information available and in such large numbers, some companies may think they no longer need recruitment agencies to post their ads and find the ideal candidate.

Unfortunately, the multiplication of job posting vectors creates a blur. Some candidates may miss out on an offer for which they have the ideal profile, simply because they have consulted other job boards.

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Human resources software

These software programsautomate a wide range of tasks linked to the direction, management and monitoring of an organization's personnel. These tools, adapted to their specific needs, are also indispensable to the work of recruitment agencies. 

• Distribution software: For example, software can be used to distribute customer vacancies to a multitude of job boards. This ensures that all ideal candidates have seen the offer online. 

• CV management software: There is also software for managing and animating CV libraries. The idea is to build up a list of talented candidates who can be contacted when appropriate. 

• Candidate-job-matching software: not systematically used by recruiters, yet extremely useful. They enable you to obtain a limited list of highly relevant candidates, in record time. 

• ERP software: this is general software that focuses on the administrative side of the recruitment firm.

• Other software programs can be used to track and process a wide range of applications. These are called ATS: Applicant Tracking System. The use of this tool is essential, and deserves our full attention.

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All-in-one ATS software

Applicant Tracking System: generalities and efficiency

This applicant tracking system is a tool for managing the entire recruitment process. The idea behind ATS is not simply to track applicants, but tosupport the entire recruitmentprocess. 

With the ATS developed by Marvin Recruiter, it is estimated that a recruitment agency, HR team, RPO or consulting firm can save up to a full day's work per week. In particular, the tool enables : 

• centralize customers and candidates ;
• customize the tool to specific needs using filters and intelligent matching ;
• to suit everyone, with quick and easy handling;
• working with everyone ;
• multi-distribute offers to other job boards
• have a career site that reflects your image
• synchronize mail with outlook and gmail
• soon launch emailing and SMS campaigns

‍Every recruitment is unique, so are the needs. By creating an account in an instant on Marvin Recruiter, it is possible to open an account free of charge. You can also request a free demo. 

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ATS Marvin features

ATS Marvin Recruiter lets youadd candidates directly from the LinkedIn social network. Manual errors are avoided, and time is optimized. 

Once the candidates have been integrated, the software - with the help of AI - easily finds the most qualified according to requirements. Through advanced search, candidate/offer matching is guaranteed!

The ATS centralizes all information in a dashboard. As a result, recruitment agency staff can concentrate on analyzing results and taking action. Prospects and customers are centralized in the CRM, which becomes one with the ATS. 

Finally, Marvin's ATS integrates with other communication, emailing, broadcasting and automation tools.

In an ever-expanding job market, recruiters need tools to automate, speed up and improve their tasks. Of all the tools available, the use of ATS software is essential for recruitment agencies wishing to make a difference.

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