Recruitment channels: Choose the best HR acquisition levers

Recruitment channels play a key role in the candidate sourcing process and the implementation of an effective hiring strategy. Tools such as job boards, social networks, and recruitment platforms allow you to reach a wider audience, meet the company's needs, and optimize your recruitment process for open positions.

What are the main recruitment channels?

The recruitment agency

These are powerful tools for identifying the profiles sought in highly specialized sectors. These recruitment agencies have the expertise to find candidates who precisely match companies' needs. To do this, they use an extensive database and a rigorous selection process.

They are particularly effective for positions in highly technical sectors, such as IT or tech. A common example would be a recruitment agency specializing in profile-based recruitment in the engineering field, where the precision of the criteria is essential for a successful hire.

Platforms and job boards, digital channels

Job boards are increasingly used digital recruitment channels for talent acquisition. They allow employers to post job offers and attract qualified candidates. Indeed , Welcome to the Jungle , and France Travail are essential digital channels for recruiters looking to optimize their recruitment process.

These sites offer maximum visibility for job postings and allow for precise targeting of profiles with advanced filters. Furthermore, they enable quick online applications, which greatly facilitates the integration of candidates into the recruitment process.

Is using social media for recruitment a good idea?

Professional social networks, such as LinkedIn and Twitter, are increasingly used to attract talent. Beyond simply posting job openings, these platforms allow employers to search for candidates based on their skills, professional experience, and recommendations. This is an excellent way to expand your network, enhance your employer brand, and increase the visibility of your job postings on these digital channels.

“Alternative” recruitment channels

They have become a popular choice for companies looking to diversify their hiring approach. This includes employee referrals, recruitment events, and relationships with schools and universities. These methods help attract candidates who are often invisible on traditional platforms and identify talent who might not otherwise apply.

For example, some companies are creating partnerships with specialist schools to recruit young graduates, particularly for positions in fields such as tech or communication.

Co-optation

Employee referrals are an effective recruitment channel that allows your employees to recommend candidates they know. This builds trust from the outset and increases the chances of successful integration and long-term retention for candidates in their new roles.

Relations with elite schools

Partnerships with prestigious schools and universities are another powerful channel. They allow companies to attract young talent with specific skills tailored to their needs. These channels are particularly effective for hiring interns, recent graduates, or for work-study programs. For example, a business school can be an excellent source of qualified candidates in management or digital marketing.

How to choose your recruitment channels?

Analysis of needs and available budget

The choice of recruitment channels depends on the company's specific needs and available budget. If you have an urgent need for qualified candidates, a recruitment agency might be more suitable. If your priority is to find an ideal candidate with a specific profile, a recruitment platform or social media will be more effective. By analyzing the different types of profiles you are looking for, you can better focus your efforts on the most appropriate recruitment channel.

Target audience validation

Before choosing your channels, it's important to clearly understand your target audience. Are you looking for candidates with technical skills or soft skills? The type of profile you're seeking will greatly influence your choice of recruitment channels. If you're looking for young, creative talent, a digital channel like LinkedIn or a recruitment campaign on a job board might be the most relevant option.

Expected return on investment

Once recruitment channels have been selected, it is essential to measure their return on investment (ROI). A recruitment channel may generate a significant number of applications, but only an analysis of the results will allow you to determine if the quality of the profiles received is sufficient. Measuring ROI enables you to better allocate your resources and optimize your hiring process for each position.

Measuring your ROI by channel: an essential

For each channel, it's important to assess the quality and quantity of applications. Digital channels like LinkedIn or Indeed allow for real-time measurement of results. Traditional channels such as employee referrals or events require more detailed tracking to evaluate their effectiveness. Measuring ROI per channel helps you identify your preferred channels and adjust your recruitment strategy.

What tools should be used for candidate sourcing?

Having effective sourcing channels is essential for optimizing recruitment. Tools like Marvin Recruiter allow you to centralize applications by listing received resumes and cover letters. They also help improve real-time candidate tracking.

They also reduce time-consuming tasks and simplify the management of job postings and career pages on various job boards. This allows you to optimize your recruitment process and save time.

How to improve the candidate experience depending on the recruitment channel?

To improve your candidate experience, every recruitment method must be optimized. Use tools to manage applications. Offer video interviews and accept unsolicited applications.

Offer the option to apply through online recruitment platforms, making the process smooth and fast. This reduces response time and improves candidate satisfaction.

FAQ: Your questions about recruitment channels

What are the three types of hiring?

Internal recruitment : This process involves promoting a candidate within the company, often for a vacant position or a new role, by leveraging existing talent.
External recruitment : This involves seeking candidates from outside the company, often through job boards, online advertisements, or recruitment agencies.
Direct approach recruitment : The recruiter directly contacts potential candidates who are not actively seeking employment, often via social media or sourcing.

What are the 4 stages of hiring?

This involves defining the profile, searching for candidates, selecting, and integrating the new employee.

Recruitment channels: advantages and disadvantages

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