4 Tips for digitizing your recruitment

4 tips for digitizing your recruitment

With telecommuting having become the norm since 2020, a new relationship to work has emerged. Across the board, we can't ignore the desire of most employees to work differently. Office workers in particular are expressing this desire to be better at their job, to find meaning in it.

Companies in a wide range of sectors are faced with the challenge of retaining employees. Over the past two years, employees have been rethinking their careers, and many are looking to retrain. Good recruitment, which anticipates and prepares to meet the new needs arising from the crisis, is essential if we are to maintain a good workforce.

Let's see how we can make this recruitment process more intuitive and adapted to this new era, particularly in the digital sector and IT Services.

 

Some useful information before diving in

61% of IT Services and ICT companies believe that the COVID-19 crisis has accelerated their digital transformation, making them more self-reliant. Indeed, more than 29% of them turn to external service providers to manage their digital transformation.

Key figures:

• 175,000 net jobs created since 2009 in the digital sector
• 80% management and 91% permanent contracts
• 25% are under 30
• + 9,058 trainees trained in the digital sector
• 49.1% of digital sector employees are based in the region
• 232,000 new hires planned up to 2027
• Over 70% of jobs are in the IT Services

1 - Establish a new remote corporate culture

A visible identity

It all starts with your identity and the image you want to project of your company. Building an attractive employer brand is the secret to attracting the best candidates. This means working hard not only on the candidate experience, but also on the employee experience.

First and foremost, you need to clearly define your values and highlight your company's culture in your online job offers. It's all about giving candidates a taste of your company's atmosphere, even from a distance. Whether it's the employer brand, internal organization, leadership, etc., the candidate needs to feel the good vibes. Candidates need to feel those good vibes, which promise them the well-being of an employee in all circumstances.

But that's not all: you also need to describe the physical environment of your workplaces and teams, detailing roles and tasks in specific terms, so that you can better project yourself. It's also important to explain the type of flexibility you're introducing. It's true that in 2022, this word means everything and nothing... (telecommuting, vacations, schedules, etc.).

 

Automate logistics & conduct remote interviews :

Speaking of flexibility... Artificial intelligence is what most defines this digital transformation. Thanks to it, a large part of the process can be automated, such as: job offers written automatically and in a way that attracts the attention of candidates.

Artificial intelligence gives recruiters the means to perceive more than just a candidate's general skills. Using questionnaires or personality tests, they can better identify interesting soft skills. In this way, a recruiter can find the "perfect" talent for the job.

In addition to automating logistics, digital recruitment offers the advantage of remote interview management and automatic scheduling. All these beneficial changes for your company imply the introduction of a new culture that complements your identity.

This new culture began when everyone had to adapt to remote working and technological tools. This digital culture persists even after this crisis. The habits acquired in early 2020 have proved to be as effective as they are useful and practical.

Doing your interviews remotely and by video-programming saves time, lets you see more people andwidens your field of vision: in fact, recruiting a geographically remote employee shouldn't be as much of a problem as it used to be, as he'll be able to work remotely with the right tools.

 

In a nutshell

Make sure your candidates understand who you are, what they'll find at your company, and your long-term vision for the company over the next few years, including digital transformation.

2 - Using digital tools: recruitment 3.0? (AI, ERP)

You've probably heard of it:e-recruitment? Recruitment 3.0, or digital recruitment? Today, there's no escaping it when you're a recruiter. All stages of the recruitment process are now simplified by digitalization.

This is an asset when distance complicates matters. Being able to source candidates and hold interviews remotely - as mentioned above - thanks to various tools makes life easier. But it also widens the choice of candidates.

With a tool like Stafiz, you can manage your recruitment with greater organization and visibility on your pipe candidate database.

• Create your own personalized application forms
• Get a clear picture of candidates' skills and experience,
• Keep the CVs you receive for future offers once the vacancy has been filled.
• Use this database of candidates to contact them again on occasion

The software helps you achieve your recruitment goals, track the progress of interviews and send automatic response e-mails - all with the aim of saving time and quickly recruiting the right talent.

 

 

 

 

 

 

 

 

In a nutshell

A good tool can help you sort through your applications, identify the talent you're looking for, and keep certain interesting applications "in stock" in a database for the future. It can also automate the drafting of offers and responses to applications. Investing in artificial intelligence is an important but beneficial investment for all the reasons mentioned above.

These tools make it possible to avoid physical interviews. They respond to various obstacles such as distance, lack of time and so on. What's more, for more and more recruiters and candidates, face-to-face interviews are proving to be an obstacle to recruitment.

And there are a number of ways to make up for the shortcomings of choosing to do it remotely: organize deferred interviews with predefined questions, or find other steps in the process. More ideas in tip 4!

3 - How to share ads Diversify communication channels

To attract new candidates, recruitment has to be strategic. You have to make them understand at first that their well-being is the company's priority. They must immediately feel that joining your team will be an opportunity to progress and flourish in an environment conducive to exchange and the development of new skills. All this despite the fact that many employees now work remotely.

To do this, communicate on all your networks, on all available recruitment platforms. Use multi-posting tools to publish your offers on several job boards. Maintain contact by e-mail and send automatic mails.

What candidates read will be their first impression of your company. So optimize the wording of your offers. As mentioned in the first parts of this article: use digital tools to help you, and think of all the important details to include in your ad.

By diversifying your distribution channels and increasing the number of offers, recruitment will have every chance of bearing fruit. And you'll target the right talent at the right cost.

 

The aim here is to reinvent the exchange between recruiter and candidate by extending communication as far as possible.

• Because 2/3 of French candidates are looking for a job using their smartphone (according to Regionjobs 2017), companies need to make sure their communication is mainly on networks. But also that their sites and other distribution channels are "mobile friendly". Many have thought of launching dedicated recruitment apps, which simplify the process for both parties. These include consulting firms KPMG Recrute and Capgemini. But also major groups such as EDF and Orange.
• Social recruiting? Do you know how to hunt for profiles on LinkedIn? Take it a step further! Get people talking about you on other networks and let candidates pitch their experience and skills on video on Snapchat, for example (choose the networks that suit your image, of course).

According to Apec's 2018 Sourcing study, companies use at least 5 different channels to publish their recruitment offers. Today in 2021, surely even more! Are you on the right track?

 

Here's an extra tip: activate YOUR network!

• Add a recruitment section to your customer or internal newsletter
• On networks: use a #.
• Contact the talent in your database

The aim is to target profiles who are already familiar with the company's culture, who follow you on the web and know you.

 

In a nutshell

Be available on your networks and through other channels to answer candidates' questions. Be clear and dynamic in writing your offers and in your one-to-one exchanges. The aim is to put your candidates at ease and build a relationship of trust even before a contract is signed!

Channel diversification objectives:

• Targeting the best profiles
• Personalize the candidate experience while remaining true to the company's image

A little anecdote: Microsoft has even gone overboard by offering breakfast to people working for its competitor Amazon, as a way of recruiting the best talent! How far are you prepared to go?

4 - Innovative recruitment

Digital professions are synonymous with innovation. This must be reflected in every aspect of your company's organization. When a recruitment process begins, it's important that the employees who will be working with the new recruit feel involved in the search and selection of the candidate.

The idea is to set up a collaborative recruitment process. It's an opportunity to get different points of view and an external perspective that will enable us to make better decisions.

Consider holding your interviews with team members for the same reasons. The candidate will feel more integrated and engaged, and will have a better perspective of what's going on in your company. Meeting the team beforehand is a stimulating and beneficial experience for everyone.

One of the reasons for involving employees is to give candidates confidence. A company's employees are good ambassadors and reflect your corporate culture better than an advertisement.

As well as attending interviews and giving feedback, they can help candidates settle in even before they've been selected, by speaking at conferences or other events, or by being present at open days.

Read this article for more ideas on attractive interviews and innovative recruitment processes.

Innovation goes hand in hand with the idea of diversity and openness. Recruitment 3.0 offers the opportunity to collaborate with talent from all over the world, making your IT Services even more international.

 

Last interesting innovation tip: Rethink onboarding!

The recruitment process must be consistent with everything you've already put in place. Prepare candidates in advance for taking up their new positions by making guidelines available online, accessible to everyone at any time.

Train them on the digital tools used for remote working. Use your online chat tools or other internal networks to maintain contact and train even remotely.

Don't forget: your objective is to be able to recruit remotely without this making any difference to the candidate's integration. Stay available and creative!

Sources: Recruitee, 2C2B coworking,