The essential tools for prospecting in BtoB recruitment
prospecting in recruitment can quickly become tedious if you do not have the right tools . In this article we recommend some of the tools you will not be able to do without!
Among these tools, we find the ATS (Applicant Tracking System) which follow the entire candidate course , as long as the said candidate applies to the announcement until the time of taking effective post.
Between time saving and performance , all the reasons are good to have applications and methods to carry out effective prospecting .
Tool N ° 1: Sourcing tools
The first step in BtoB recruitment is sourcing. Sourcing to find potential candidates to meet the needs of businesses.
To find candidates , it is necessary to go to social networks, CVTHèques and target companies. Among them, we can quote:
- Jobteaser
- Indeed
- Pôle Emploi
- Welcome to the jungle (add the link)
It is mainly on LinkedIn that millions of profiles are teeming with more or less accessible information. You can recover the data (email + phone) thanks to the Marvin Recruiting extension. To recover the information, the Walaxy application will be of great help to you. With a Finder email , this tool will find for you the email addresses of your prospects.
When you are looking for a profile in a database like Marvin, you can find anyone in two clicks thanks to advanced filters.
Thanks to filters it is possible to reduce the number of occurrences by specifying your search. Whether by location, level of diploma or training, filters are cumulative. So you can find the candidates whose CV is closest to what you are looking for.
One of the features that is not to be outdone is the notification that your candidate is already present in your ATS if you are on his LinkedIn sheet. You can continue to weigh in peace without worrying about whether the profile has already been integrated into the ATS.
Tool N ° 2: Application management tools
That's it, you have a profile bank and you go to the next step which is that of the interviews. Organizing interviews , this cannot be improvised!
First of all, you have to choose the candidates to whom you will offer an interview. Marvin offers you to personalize your columns according to your needs and your research.
Thanks to the notes that it is possible to add to the candidates' files, all the remarks that you have made manually are accessible. These personalized notes are of great decision -making help .
The multiplicity of scales (individual, team or the whole company) makes it easy to navigate among the applications and to have a vision that is both precise and global .
In order to find out well, the use of certain technological tools is essential. They will help you in the management of applications and the sorting of CVs .
The applications do not all advance at the same rate, you must be able to follow the progress of each independently of the others.
For optimal follow -up, use a good ATS! With its dashboard , it allows you to visualize only the information you need, to change the status of applications in one click according to their progress, and many other features!
Regarding the organization of interviews as such, there are many software to meet the candidates easily in videoconference .
We advise you to use Teams, which is easy to use and well known to candidates. They will therefore not be confused if you send them a link for a meeting on this platform. Small more, this application is compatible with the ATS Marvin.
Tool n ° 3: communication tools
During the recruitment process, you will inevitably be brought to communicate with the candidates. More than that, it is necessary to maintain the link .
You can find many communication tools , from instant messaging to videoconference through email. It is important to be familiar with these tools.
Instant messaging
More and more cabinets are using instant messaging to communicate with their candidates. This allows you to create a slightly less formal exchange .
Among them, we advise you to use WhatsApp or Slack. These two applications are once again compatible with ATS Marvin.
They will also allow candidates to contact you in the event of a question or unexpected.
The email
Communication by email remains privileged for sending a link to videoconferences for example. When non -urgent and detailed information must be transmitted, the email is the predilection tool.
You can for example opt for mailboxes like Outlook or Gmail.
Videoconferencing
To conduct the interviews , it is likely that you will have to use software such as Teams, Zoom or Googlemeet.
In a dynamic where more and more interviews are carried out at a distance, it is essential that you are comfortable with these tools. They greatly participate in the implementation of a successful candidate experience
Tool N ° 4: Data analysis tools
If your sourcing is successful, you have enough information on the candidates. Should we still analyze ! At this stage, the objective is to connect the needs of target companies with the candidates.
Thanks to this connection system, you will be able to obtain a list of candidates who meet the criteria of each offer. Again, it is possible to classify candidates by type of profession, skills, etc.
All information is on the candidate card: telephone number, e-mail, qualifications, etc. Marvin allows you to have a clear and refined vision of perfect matches.
Tool N ° 5: Monitoring and reporting tools
It is important not to neglect monitoring and reporting. In a logic of improving the recruitment process, you must account for your results .
In addition, reporting is often requested by your hierarchy so that it can follow your performance. Reporting is seen here as a grid for reading your activities by your chefs.
For that, Marvin has everything planned! The ATS automatically makes your activity visible in real time so that your leaders can pilot the business activity without you having to do anything.
The results must be presented clearly so that they can be analyzed directly without having to be modified beforehand.
The following analysis requires calculation and promoting a number of indicators.
The number of applications
In order to have a precise idea of the visibility of the offer, you should know how many people have applied . This number is to be taken into account with the abandonment of applications and the rate of acceptance of the offers issued.
Canals
Analysis of applications compared to the channels on which the offers have been published will allow you to know the impact of your offers on a specific page.
Analyze by social network and by website not only the number of applications received, but also the profile of candidates. So when you are looking for a particular profile, you will know on which page you must publish the offer in priority.
The quality of recruitment
By taking a look at the time that employees spend in the company before leaving for new horizons, you will be able to know if your recruitment has been of quality or not.
If your turnover is too high, it would be interesting to look into the reason for the departure of the employees. Sometimes there can be a gap between the image that is given during the recruitment process and daily reality in the company.
A too high turnover is synonymous with additional expenses which could be removed by an analysis of the results of the recruitment process.
Diversification of hires
The points of attention here are on the initial training of your new employees but also on the proportion of men/women.
Thanks to the Marvin interface, it is very easy to analyze its results. For example, at a glance, you have access to the number of contacts in relation to the number of qualifications. You will also have access to the number of prospects in relation to the number of customers, itself referred to the number of contracts signed.
Once the analysis is made, you will be able to save time and money thanks to simple and quick adjustments in your recruitment process. For example, by knowing the duration of each stage of recruitment, you can modulate it according to your needs.
For a BTOB recruitment process to be carried out, it is important that you have good tools . The use of an ATS such that Marvin will discharge you greatly and will allow you to focus on the essentials.
The follow -up of applications is a key point of recruitment and without ATS it can quickly become complicated. Thanks to this tool, combined with software dedicated to communication and sourcing, you will no longer miss the perfect candidate .
You are convinced but would you like to test the ATS before you start? It is important to try to take charge of the tool before integrating it into your recruitment process.
Trying it is to adopt it! So we meet you to ask for a demo now.
