10 tips for successful online recruitment

Recruiters , as you know, everything is increasingly happening online. The internet gives you access to a vast number of ever-growing and diverse profiles. It's becoming easier and easier to find that perfect candidate, even during just one search on LinkedIn Recruiter. 

But recruiting online requires a certain expertise: how can you be sure that the profile displayed on your screen is truly the perfect candidate? And how can you convince them that you have an opportunity they shouldn't miss?

This article provides you with some keys to successfully completing your online recruitment process .

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1. Multiply your recruitment channels

When recruiting online , put yourself in the shoes of the candidate you're looking for. Ask yourself where this candidate spends their time on the internet? Which social networks do they frequent? Where are you most likely to capture their attention?

In particular, multiply: 

• The channels on which you post your offer: 

Of course, post on LinkedIn, but also consider other networks, such as the JobTeaser sites Pôle Emploi network . Be creative and ask yourself what the best way is to reach your candidate .

• The channels through which you source candidates: 

While LinkedIn Recruiter is the go-to tool, don't overlook other platforms like GitHub or even Twitter , which can prove invaluable when recruiting a technical profile .

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2. Make your job easier with a high-performing ATS

Export the sourced profiles to your ATS

Once your profiles have been identified, in order to process them from a centralized software, it is recommended to export them to your ATS (Applicant Tracking System) , or candidate management software .

However, there is no question of doing it manually, or multiplying Zapier integrations which can add a lot of complexity where it can be simple… Some ATS like Marvin, for example, offer an extension which directly adds profiles from LinkedIn .

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A smooth transition to your new ATS

Are you using an Excel file to manage your candidates and worried about losing everything when you switch to an ATS? Don't be! The best ATSs offer a reliable way to import your valuable database into their environment. Marvin technical team to help you .

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3. Don't forget the candidates in your database

A considerable gain in efficiency

As a recruitment agency , whether you specialize in a niche or not, you or one of your colleagues has certainly already carried out a recruitment in the past.

So never forget to check your database to see if one of your former candidates matches the job description you just received; it can make your task much easier!

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But how do we find the relevant candidates?   

This is where having a high-performing ATS within your recruitment team .

With Marvin , you can perform advanced searches among your past candidates and those of your colleagues. But that's not all: the ATS also offers automatic matching of these candidates with the job posting you're recruiting for.

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4. Establish multiple points of contact with your candidates 

A comprehensive contact process

During online recruitment, it can be difficult to clearly communicate the job description and company culture . That's why we recommend having multiple points of contact with the candidate, so they can fully understand the role and have the opportunity to ask any questions they may have.

For example, as part of your sourcing process, prepare a shorter message than the job description you initially sent, to initiate a conversation. Then, you can call the candidate to qualify them, and finally send them a summary email including the full job offer .

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How do you obtain the contact details of your candidates?  

When you 're sourcing candidates online , how do you find their email address and phone number ? You can obviously ask to connect with them on LinkedIn or another social network, but it can take time for them to accept, or they might never add you…

Alternatively, you can use extensions like Kaspr.io or Lusha , or even the Marvin Recruiter ATS; they give you direct access to the person's contact information

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5. Offer an online recruitment test

A practical method for qualifying candidates  

For certain positions and experience levels, a simple resume is no longer enough. You need proof that the candidate possesses hard and soft skills . Unfortunately, a phone interview or even a video conference is often insufficient.

Consider using online recruitment tests . These are becoming increasingly numerous and diverse, and allow you to assess candidates online and their and behavioral skills required for the position you are trying to fill.

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Be creative! 

While a simple Google Form sometimes does the job, you can use more sophisticated versions of online recruitment tests .

For example, Testgorillas offers fun exercises that effectively highlight your candidate's skills , while providing them with a quality experience.

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6. Always remain the intermediary between your client and the candidates

The interviews, a pivotal moment

So, you've identified a few candidates who seem to have all the required skills and who are interested in the position . Now it's time to present them to your client.

As a recruitment agency , this moment is key, because it's about you maintaining control of the operation: there's no way the candidate is going to apply directly to your client!

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Be the central point of contact 

It is therefore crucial to maintain your role as an intermediary. To do this, do not share contact information with the candidate, and vice versa. Also, be sure to attend all interviews conducted during the recruitment process.

In this way, you will remain the key player in this process and you will be able to follow it until your client finally finds the ideal profile. 

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7. Pay close attention to the interviews 

The technical aspect

Ensure the video conference runs smoothly. Ask the candidate to arrive a few minutes early and check their lighting and audio. At the start of the interview , introduce yourself to begin the discussion. Then, mute your microphone and take notes!

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Gather feedback from both sides

After the interview , ask the client for their feedback. This will give you additional information about the desired candidate profile . Conversely, ask the candidate for their feedback and share the client's comments with them so they remain available if the client expressed enthusiasm.

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8. Work as a team

Depending on your skills and those of your colleagues, don't hesitate to divide the work. This can save you a lot of time and make the task easier. But how do you "pass" candidates from one colleague to another? Some Applicant Tracking Systems (ATS) allow you to do this very easily.

For example, Marvin centralizes all your candidate profiles , making them accessible to all members of the recruitment team. Each profile includes a qualification history, which truly enables collaborative work.

9. Ask for references  

References are extremely useful for qualifying a candidate they actually worked where they claim, but also to get a more complete picture of their technical and behavioral skills .

As a recruitment agency , you may offer this service… But you can also use an agency specializing in checking candidates’ references .

Some of them offer very comprehensive services, ranging from a simple phone call to the former employer to in-depth research to verify the obtaining of a particular diploma .

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10. Ensure the security of your candidates' personal data

During your various recruitment processes, you have collected a very large amount of personal data belonging to your candidates. It would be unfortunate if this data were used for commercial purposes without their consent (or yours).

Therefore, ensure that this data is secure. By choosing a European ATS like Marvin , you can be sure that you are complying with the GDPR — the European legislation on data processing.

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Conclusion 

You now have all the tools you need to succeed in your online recruitment !

But high-performing, automated ATS will save you valuable time and make your recruitment a collaborative and efficient process.

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