Recruitment channels: Choose the best HR acquisition levers

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

What are the main recruitment channels?

The recruitment firm

These are powerful tools to identify the profiles sought in very specialized sectors. These recruitment agencies have the expertise to seek candidates corresponding exactly to the needs of companies. To do this, they use an extended database and a rigorous selection process.

They are particularly effective for stations to be filled in very technical sectors, such as IT or Tech. A current example would be a recruitment firm dedicated to Profile Recruitment in the field of engineering, where the accuracy of the criteria is essential for the success of hiring.

Platforms and jobboards, digital channels

Jobboards are digital recruitment channels that are increasingly used in the search for talents. They make it possible to disseminate job offers and attract qualified candidates. Indeed , Welcome to the Jungle , or France Work , are essential digital channels for recruiters seeking to optimize their process.

These sites offer maximum visibility for offers and allow precise targeting of profiles with advanced filters. In addition, they allow a quick online application, which greatly facilitates the integration of candidates in the recruitment process.

Use social networks to recruit a good idea?

Professional social networks, such as LinkedIn or Twitter, are increasingly used to attract talent. In addition to the dissemination of announcements for a job, these social media allow the search for candidates according to their skills, their professional career, and their recommendations. It is a great way to extend your network, while improving your employer brand and increasing the visibility of your work offers on these digital channels.

“Alternative” recruitment channels

They have become a popular choice for companies seeking to diversify their hiring approach. This includes cooptation, recruitment events, and relationships with schools and universities. These methods make it possible to attract candidates often not visible to conventional platforms and to identify talents that may not apply otherwise.

For example, some companies create partnerships with specialized schools to recruit young graduates, in particular for positions to be filled in fields such as tech or communication.

Cooptation

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

Relations with grandes écoles

Partnerships with large schools and universities are another powerful channel. They make it possible to capture young talents with specific skills adapted to the needs of the company. These channels are particularly effective for the hiring of trainees, young graduates or for work -study missions. For example, a business school can be an excellent pool for qualified candidates in the field of digital management or marketing.

How to choose your recruitment channels?

Analysis of needs and the available budget

The choice of recruitment channels depends on the specific business needs and the available budget. If you have an urgent need for qualified candidates, a recruitment firm could 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 are looking for, you can better orient your efforts to the most appropriate recruitment channel.

Target public validation

Before choosing your channels, it is important to understand the target audience that you want to reach. Are you looking for candidates with technical skills or soft skills? The type of profile sought will greatly influence the choice of your recruitment channels. If you are looking for young and creative talents, a digital channel like LinkedIn or a recruitment campaign on a jobboard could be the most relevant option.

Expected return on investment

Once the recruitment channels have been selected, it is essential to measure their return on investment (king). A recruitment channel can generate a large amount of applications, but only an analysis of the results will allow you to know if the quality of the profiles received is sufficient. Measuring the king allows you to better allocate your resources and optimize your job process for each position.

Measure his king by channel: an essential

For each channel, it is important to assess the quality and quantity of applications. Digital channels like LinkedIn or Indeed allow a real -time measurement of the results. Traditional channels such as cooptation or events require more detailed monitoring to assess their effectiveness. Measure the king by canal helps you identify the privileged channels and adjust your recruitment strategy.

What tools to use for the sourcing of candidates?

Having effective sourcing channels is essential to optimize hiring. Tools like Marvin Recruitu allow you to centralize applications, by listing CVs and cover letters received. They also help improve the monitoring of candidates in real time.

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

How to improve the candidate experience according to the recruitment channel?

To improve your candidate experience, each recruitment mode must be optimized. Use tools to manage applications. Offer video interviews and accept spontaneous applications.

Give the possibility of applying on online recruitment platforms, which makes the process fluid and fast. This reduces the response time and improves the satisfaction of the candidates.

FAQ: Your questions about recruitment channels

What are the three types of hiring?

Internal recruitment : This process consists in promoting a candidate within the company, often for a vacant position or a new role, using existing talents.
External recruitment : he calls on candidates from outside the company, often through jobboards, online announcements or recruitment firms.
Recruitment by direct approach : 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 is the definition of the profile, the search for candidates, the selection, and the integration of the new employee.

Recruitment channels Advantages and disadvantages

Each channel has advantages (visibility, speed) and drawbacks (cost, variable quality of applications). Digital channels offer a large range, but require rigorous monitoring to guarantee quality.