Recruiters' prospecting tools

The job market goes faster and faster. Many active people enter it daily: they are more and more qualified, more graduated. Recruitment firms must renew themselves to adapt to this brand new situation.

‍Among these many profiles, sorting must be more precise, but also faster to highlight the unique candidates, by ousting the others. The number of profiles knowing how to create good CVs that have increased, the market sometimes seems saturated.

‍The use of suitable prospecting tools allows a recruitment firm and HR teams to improve their selections while automating and optimizing certain steps. 

To the all-in-one ” ATS, which include all the essential features that any good head hunter needs.

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Why use a prospecting tool? 

Digital prospecting tools are essential for all recruitment firms, whether physical or digital. It is a way to make a difference in the middle of the firms that flourish on the market.

When a company contacts a recruitment firm, she wishes to obtain the expertise of the staff, but also access the tools for identifying and qualifying profiles and job offers .

The market saturated today and the number of profiles and offers continues to progress. Therefore, finding the right candidates has become a real challenge for recruiters.

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Save time by using prospecting tools

The use of prospecting tools allows firms to save time . In the stages of recruitment, certain tasks can be automated , which makes it possible to release precious hours to devote to other missions which require special expertise.

The efficiency of recruitment firms is sometimes blocked by very time -consuming tasks, as can be the writing of personalized messages to candidates and companies. Prospecting tools also make it possible to personalize messages, and thus automate them.

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Gain efficiency by using prospecting tools

Prospecting tools not only allow HR to save time, but also in efficiency . The job market being saturated and constantly boiling, the tools allow firms to find the best candidates.

The tools automatically prepare the work of the staff of HR teams and recruitment firms, which can thus focus on the essentials , without losing too much energy in the prospecting phase.

Prospecting tools available to recruitment firms 

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Search engines

All the information needed a recruiter is online, via search engines . But where do you start?

Elements on businesses, sectors, schools and diplomas are available on the Internet, but dedicated time seems to be infinite . The role of recruitment firms is to simplify the task for recruiters. The role of prospecting tools is to support recruiters.

In addition, data on search engines can be wrong , or embellished. How do you know if the elements transmitted by this or that school are proven? How to determine the true value of the diploma?

teams deepen research to objectively meet the needs of recruiters. Here again, time is precious and digital tools allow us to automate certain research phases and gain efficiency.

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Social networks

In a few years, the presence on a professional social network has become a quasi-obligation of each recruiter and each candidate. The use of social networks gives everyone a real visibility . For head hunters, these networks are a real gold mine of information.

What differentiates professional social networks is linked to available monitoring tools, time and budget that everyone wishes to grant it, etc. We can list:

• Linkedin : It is the professional social network leader of the web. Many features exist: news wall common to contacts, creation of a business page, possibility of advertising, including statistical analyzes, available mobile applications available.
• Viadéo : It is the French professional social network. It is now used by more than 10 million users in France (and 65 million at the global level). Linkedin and Viadéo are very similar. Viadéo's weak point is that a large part of the users are present on the network, without being active.
• Twitter : It is the professional social network which focuses on real -time information. Publications remain limited to 140 characters and can quickly be published in a "tweet chain", which allows very significant visibility, via the 319 million users. However, it should be noted that this number is decreasing, and that uses are very diverse on this network, not specialized in employment.
• Facebook also holds its own professional social network, but which is still in the development phase.

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Jobboards

Some jobboards can be mentioned: 

• Monster , which focuses on the IT, trade, finance and accounting professions in Île-de-France.
• Indeed which has a role of aggregator of job offers. This engine centralizes offers published on several search platforms. The announced simplicity of Indeed is limited by the fact that it is almost impossible for candidates to apply directly on the site.
• APEC is the search engine specializing in the employment of executives.
• Regionsjob centralizes the jobs located in the provinces.
• Pôle Emploi depends on the government and offers a multitude of offers for all profiles.
• CADEPLOI allows companies to install their offer directly to executives.
• Jooble is an international search engine that is now deployed on French territory.

The multiplication of jobboards is a direct consequence of the saturation of the job market . The information being so accessible and in very large numbers, some companies may think that they no longer need recruitment firms to post their ads and find the ideal candidate.

Unfortunately, the multiplication of the dissemination vectors of offers creates a vagueness . Some candidates can miss an offer for which they have the ideal profile, simply because they have consulted other jobboards.

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Human resources software

These software allow the automation of a panel of tasks that can be linked to management , management , but also to monitoring the staff of an organization. These tools, adapted to their specific needs, are also essential for the work of recruitment firms.

• Diffusion software : software allows for example to broadcast customer offers on a multitude of jobboards. This makes it possible to ensure that all the ideal candidates have seen the offer online.

• CVTHèque management software : There are also CVTHèque management and animation software. The idea is to acquire a list of talent-candidates that can be contacted when it is appropriate.

• Matching software candidates : they are not systematically used by recruiters and nevertheless have great use. They allow obtaining a limited list of very relevant candidates, in record time.

• ERP software : these are general software and focusing on the administrative part of the recruitment firm

• Other software allows you to follow a wide range of applications and process it. These are the ATS: Applicant Tracking System . The use of this tool is essential, and deserves our attention to it.

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ATS all-in-one software

Applicant Tracking System: General and efficiency

This candidate monitoring system is a recruitment management tool as a whole. The idea of ​​the ATS is not simply to follow up on candidates, but to recruitment process

With the ATS developed by Marvin Recruiter, we consider that a recruitment firm, an HR team, an RPO or a consulting firm can win up to an entire day of work per week . The tool allows in particular:

• centralize customers and candidates;
• Personalize the tool to specific needs using filters and smart matching;
• Adapt to everyone , with an easy and quick grip;
• collaborate with everyone;
• Multidiffuse offers to other jobboards
• to have a career site in your image
• Synchronize your emails with Outlook and Gmail
• Soon Emailing and SMS campaigns

each recruitment is unique, so are the needs . By creating an account in an instant on Marvin recruit, it is possible to open an account for free. You can also request a free demonstration .

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ATS Marvin features

ATS Marvin Recruitu allows you to add candidates directly from the LinkedIn social network . Thus, any manual error is avoided, and time is optimized.

Once the candidates have been integrated, the software allows - using the AI ​​- to easily find the most qualified as needed. Via extensive search, the candidate/offer matching is assured!

ATS centralizes in a dashboard all the information. Thus, the staff of recruitment firms can refocus on the analysis of the results and the actions to be carried out. Prospects and customers are centralized within the CRM which is only one with the ATS.

Finally, the ATS developed by Marvin is integrated into the other tools whether of communication , emailing , distribution or automation .

In an expanding labor market, recruiters must have tools to automate, accelerate and improve their tasks. Among all the tools available, the use of ATS software is essential to recruitment firms who wish to make the difference.

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