Recruitment channels: choose the best HR acquisition levers

Recruitment channels play a key role in the process of sourcing candidates and implementing an effective hiring strategy. Tools such as job boards, social networks and recruitment platforms enable you to reach a wider audience, meet company needs and optimize your recruitment process for vacant positions.

What are the main recruitment channels?

The recruitment agency

They are powerful tools for identifying profiles in demand in highly specialized sectors. These recruitment agencies have the expertise to find candidates who match companies' exact requirements. To do this, they use an extensive database and a rigorous selection process.

They are particularly effective for vacancies in highly technical sectors, such as IT or tech. A common example would be a recruitment agency dedicated to profile-based recruitment in the engineering field, where precise criteria are essential to successful hiring.

Platforms and job boards, digital channels

Job boards are digital recruitment channels increasingly used in the search for talent. They are used to advertise job vacancies and attract qualified candidates. Indeed, Welcome to the Jungle and France Travail are all essential digital channels for recruiters looking to optimize their processes.

These sites offer maximum visibility for job offers, and allow precise targeting of profiles with advanced filters. What's more, they enable rapid online application, making it much easier to integrate candidates into the recruitment process.

Is using social networks to recruit a good idea?

Professional social networks, such as LinkedIn or Twitter, are increasingly used to attract talent. In addition to posting job advertisements, these social media allow you to search for candidates based on their skills, professional experience and recommendations. It's a great way to expand your network, while improving your employer brand and increasing the visibility of your job offers on these digital channels.

Alternative" recruitment channels

They have become a popular choice for companies looking to diversify their hiring approach. This includes cooptation, recruitment events, and relationships with schools and universities. These methods help to attract candidates who are often not visible on traditional platforms, and to identify talent who might not otherwise apply.

For example, some companies form partnerships with specialized schools to recruit young graduates, particularly for positions in fields such as technology and communications.

Co-optation

Co-optation is an effective recruitment channel that enables your employees to recommend candidates they know. This creates a relationship of trust right from the start of the process. And it increases the chances of success in terms of integration and longevity of candidates in their new position.

Relationships with leading schools

Partnerships with schools and universities are another powerful channel. They enable us to attract young talent with specific skills tailored to the company's needs. These channels are particularly effective for hiring interns, recent graduates or for work-study assignments. For example, a business school can be an excellent breeding ground for qualified candidates in management or digital marketing.

How do you choose your recruitment channels?

Analysis of needs and available budget

The choice of recruitment channels depends on the company's specific needs and available budget. If you have an urgent need for qualified candidates, a recruitment agency may be more suitable. If your priority is to find an ideal candidate with a specific profile, a recruitment platform or social networks will be more effective. By analyzing the different types of profile you're looking for, you'll be able to better direct your efforts towards the most appropriate recruitment channel.

Target audience validation

Before choosing your channels, it's important to understand the target audience you want to reach. Are you looking for candidates with technical or soft skills? The type of profile you're looking for will greatly influence your choice of recruitment channels. If you're looking for young, creative talent, a digital channel like LinkedIn or a recruitment campaign on a job board might be the most relevant option.

Expected return on investment

Once you've selected your recruitment channels, it's essential to measure their return on investment (ROI). A recruitment channel may generate a large number of applications, but only an analysis of the results will tell you whether the quality of the profiles received is sufficient. Measuring ROI enables you to better allocate your resources and optimize your hiring process for each position.

Measuring ROI by channel: a must

For each channel, it's important to evaluate the quality and quantity of applications. Digital channels such as LinkedIn or Indeed enable real-time measurement of results. Traditional channels such as cooptation or events require more detailed monitoring to assess their effectiveness. Measuring ROI by channel helps you identify preferred channels and adjust your recruitment strategy.

What tools should you use to source candidates?

Effective sourcing channels are essential to optimize hiring. Tools such as Marvin Recruiter enable you to centralize applications, by listing the CVs and cover letters received. They also help to improve candidate follow-up in real time.

They also reduce time-consuming tasks and facilitate the management of advertisements and career pages on the various job boards. This allows you to optimize your recruitment process and save time.

How can we improve the candidate experience, depending on the recruitment channel?

To improve your candidate experience, every recruitment method needs to be optimized. Use application management tools. Offer video interviews and accept unsolicited applications.

Offer the possibility of applying on online recruitment platforms, making the process smooth and fast. This reduces response time and improves candidate satisfaction.

FAQ : Your questions about recruitment channels

What are the three types of hiring?

Internal recruitment: This process involves promoting a candidate within the company, often for a vacancy or a new role, using existing talent.
External recruitment: This involves bringing in candidates from outside the company, often via job boards, online advertising or recruitment agencies.
Direct approach recruitment: The recruiter directly contacts potential candidates who are not actively looking for a job, often via social networks or sourcing.

What are the 4 stages of hiring?

This involves defining the profile, searching for candidates, selecting and integrating the new employee.

Recruitment channels advantages and disadvantages

Each channel has its advantages (visibility, speed) and disadvantages (cost, variable quality of applications). Digital channels offer great reach, but require rigorous follow-up to guarantee quality.