What are the 3.0 Recruiting Tools?

The professional world has evolved and recruitment methods have evolved with it. Paper applications are becoming rare now, one guideline is in order: the use of numerical. Indeed, we are witnessing real digitalization, that's what we call recruitment 2.0. However, sharing an offer on a social network is no longer enough and that's where the recruitment 3.0.

If you are looking to get up to speed so as not to be left out by candidates, you are in the right place. We are going to introduce you 3 relevant solutions to move to recruitment 3.0.

However, be aware that two elements must be put in place beforehand: a career site that is to say a platform in which we can find your various job offers but also social networks to make you known to the general public.

1 - Sourcing

You certainly know that, the recruitment process consists of several steps whose first is Define your needs. Without it, it is impossible to find the ideal candidate.

To do this, the best method is to write a job description so that you, like the candidate, are as clear as possible about the work requested by the company. In addition, to stand out, it is important to ask yourself about how to make your recruitment more original?

Formerly, this description would have been published in newspapers, now you share it on your career site, on job sites or on your social networks. What if this was no longer the best way to recruit?

And yes, a new method has emerged, sourcing. It's the process of finding potential candidates. No more waiting for candidates to apply, you will have to go and look for them to optimize your chances of finding the best ones, whether they are at the end of their studies, looking for a job or already working. There are numerous tools to help you in this process, such as:

• Two soup to visit profiles, and get in touch with them automatically.
• Hunter to find and check emails on the Internet.

Candidate search

After that, you will have a large enough profile base to sort your applications through calls or interviews. There is no doubt that at least one application will allow you to find talent.

In addition, it is possible that among the profiles not selected for a specific position, some may be interesting for future requests, so create a CV library, it's a recruitment tool not negligible. Make sure this process is organized as best as possible, otherwise it could damage your image.

2 - The inbound recruiting strategy and the employer brand

We have seen the importance of sourcing, now let's see the importance of employer brand. This is the brand image that your company reflects in relation to your human resources and recruitment management. It is essential to look at the essentials to make recruiting attractive.

To do this, a certain method must be established.

Inspired by digital marketing, the inbound recruiting strategy is a real player in recruitment 3.0. It is the transition from the recruitment process to a talent acquisition strategy. This is essential since it is no longer just talent that is fighting for a position, it is companies that are competing with each other to acquire candidates with the best assets.

There is a real war for talent

Now, let's talk about four steps of this method :

• Attract

It is necessary to publish regular and quality content on your career site and on your social networks to attract numerous visitors and create a strong employer brand. Especially since the first thing a candidate does is to find out about the company and what the media is saying about it. If the talent does not find anything interesting, then he will tend to pass by.

While the opposite may make him want to work for you! Promoting the workplace is also a way to make recruiting original. Did you know that Google offers this kind of service with”Google Street View Trusted”?

To find out more, we consulted close to 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

• Convert

Do not overlook the fact that a simple visitor can perfectly become a potential candidate (if not an employee) if he considers that you are the perfect company for him.

• Recruit

Organize yourself to optimize your time by automating your processes as much as possible and assign grades to resumes in relation to the profile you are looking for.

• Retain

Employees are in a sense the representatives of the company, who better than them to promote it? Give them a voice! Even a recent employee can talk about their integration and how they experienced the recruitment process. It is then a loop that is perpetuated.

Speaking of which, there is a way to brand a candidate, improve your employer brand, and facilitate your decision-making.

3 - Assessment or the detection of soft skills

If before, technical skills (Hard Skills) took precedence over decisions, this is no longer the case today. They are certainly very important, but non-technical skills (soft-skills) are more so now.

It is precisely by asking How to assess soft skills that Assessment was created, it is an assessment tool based on a simulation. It is one of best practices for evaluating the potential of candidates. In addition to getting a concrete idea of the profile, you speed up your recruitment and ensure a selection without discrimination.

You can find a multitude of them in the form of questionnaires on the web. The use is relatively simple, you send a link to your candidates who answer questions as they go from any device. After that, you get a result for each application.

For a time, these were innovative but are now overtaken by what is called Gamification. That is, the use of game mechanics for another domain. This is a much more pleasant practice for candidates who no longer feel like they are just answering questions on a web page.

This is exactly why, after several years of R&D with researchers in Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Switch to Hiring 3.0 with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

Also, at the end, both the recruiter and the candidate get the test scores. The company can then streamline its selection and stand out from competitors through the candidate experience it offers.

To remember

In the past, the recruitment 2.0 has proven itself but everything is going faster and faster. Many businesses face the problem of “We've always done it this way so why change?” Through this article, you will have understood how the recruitment 3.0 can be of service to you as a recruiter but also to your company.

Indeed, talents are no longer so easily found and carrying out actions independently of others is no longer enough. Now, we need to develop a strategy to be more effective. Be aware, however, that to install and make these practices useful, the only solution is communication. However, we recommend that you do not neglect physical networking.

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