Recruitment: how to innovate thanks to digital?
Recruitment is a crucial issue for companies seeking to find the best talent. But with an increasingly competitive labor market and a shrinking labor force, it has become difficult to attract and retain candidates…
For several years, the unemployment rate has been decreasing, reversing the balance of power between candidate and recruiter. The expectations of candidates have changed, but so have those of companies, particularly in a context of a shrinking workforce and a rising retirement age.
To respond to these changes, new recruitment methods are being developed with a dual objective: to attract and retain candidates and to anticipate the evolution of professions and the associated skills required.
We invite you to discover 3 digital innovations around recruitment that respond to these challenges.
HR Innovation No. 1: Enhancing the candidate experience
Like a business brand, an employer brand views the candidate as a customer. It shares with its model the objectives of attracting and retaining customers. Social rating is increasingly integrating all types of decision schema.
In this context, the opinions of former candidates and employees about companies are increasingly important in the decision of potential candidates to apply for job offers. This influence sometimes even extends to the decision to consume the products or services offered by the companies.
According to a survey conducted by Hellowork in 2022, 90% of candidates will learn about the company before applying, including 51% via social networks and 45% via online employee reviews. With the proliferation of assessment platforms, companies are working to improve the candidate experience.
According to a survey by CareerBuilder 67% of candidates expect to receive a call from the recruiter. But calling back the candidates concerned can quickly prove to be time-consuming for recruiters if the volume is high. Several tools exist to answer this problem such as the YAGGO.
%
of candidates inquire about the company before applying
%
of candidates expect to receive a call from the recruiter
This editor offers a solution for managing personalized responses to unsuccessful candidates and counts among its clients the KILOUTOU. For the past 7 years, KILOUTOU has chosen to work with YAGGO as part of its “responsible recruitment” approach.
We met with Benoît PACCEU, HR Development Director at KILOUTOU, who explains why his company turned to this solution: “ We were spending a lot of money to attract candidates, but we were responding in a very standardized way and they ended up with a bad image. The candidate felt that his application was under-treated. This has forced us to spend even more to attract “.
Today, connected to the ATS (Applicant Tracking System), YAGGO recovers rejected applications in order to send them a personalized negative response by taking back the position, the title, the name and surname as well as by adding an advice to improve the CV.
The use of YAGGO also allows the sending of newsletters with job openings and the transmission of company news to unsuccessful candidates.
The KILOUTOU Group measures the effectiveness of this investment in two ways:
” We have feedback from our dedicated YAGGO representative who tells us, first of all, that we have candidates who reflect our image, simple, friendly and open. Secondly, we receive a lot of testimonials from candidates such as “thank you for taking the time to answer”, “thank you for the advice”, etc. In addition, we measure the candidate experience more precisely, with an external service provider called ChooseMyCompany. YAGGO helped us improve our score. Today, we have gone from a score of a little over 3 to a little over 4 out of 5. “
Benoit PACCEU, HR Development Director.
These types of solutions, designed for Human Resources seeking to improve their employer image, allow them to offer a more human and responsible candidate experience.
To anticipate the recruitment challenges of tomorrow, it is essential to develop solid adaptation strategies. In our dedicated article, you will find the keys to adapting as a recruiter and staying and remain effective in a constantly changing environment.
HR Innovation #2: Soft skills are increasingly valued in recruitment
Soft skills, also translated as “competences douce”, are at the same time aptitudes, emotional and relational qualities specific to each individual. They allow us to interact harmoniously with other people and are complementary to technical and academic skills, otherwise known as hard skills.
More and more companies are adopting a different way of thinking and focusing onsoft skills assessment rather than technical knowledge. The idea here is to recruit scalable and adaptable individuals in a context where 85% of the jobs of 2030 do not yet exist, according to a study
study published by Dell and the Institute for the Future.
To meet the needs of organizations and recruit a candidate efficiently, companies such as Assessfirst and Goshaba offer solutions that allow for the evaluation of soft skills during the recruitment process.
Assessfirst offers candidates the opportunity to take a personality test. Through the answers, the profile of the candidates is analyzed in order to predict the behaviors, the desires as well as the activities in which they will be the most likely to create real differences.
Marlise NOTEUIL, Recruitment Manager at SQORUS explains how this solution completes her recruitment toolbox:
” For SQORUS, soft skills are as important as hard skills. We tried the use of card games and escape games with COLLOCK. But with these means, we did not have a transcript. They serve as a basis for discussion with the candidates and help us to confirm or not our possible doubts. Assessfirst is an intuitive tool for both the recruiter and the candidate. Completion of the questionnaire is fairly quick, about 30 minutes. As a recruiter, we can define criteria that are important to us and get a comparison between the results obtained and the SQORUS expectations. “
Marlise NOTEUIL, Recruitment Manager at SQORUS.
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Goshaba is also doing well by offering to assess soft skills through gamification.
Tired of the difficulties of comparing speech to CV and wanting to detect new talent, many companies are taking the plunge and including gaming in their recruitment process. A selection of applications is made naturally, because some candidates for various reasons give up at the sight of the game. This does not worry recruiters, some of whom believe that the volume of applications is certainly reduced, but of better quality, not to mention the time saved in sorting out the CVs.
For the most playful candidates, this stage of recruitment is considered less intimidating than the steps of a “classic” recruitment process. Because the results are quickly available to recruiters, many clients integrate Goshaba’s service into an overall recruitment process with other steps such as language testing and interviews.
However, this new direction does not seem to be to everyone’s taste. According to a Opinion Way study conducted for Dropbox survey of 1,000 French employees, 67% felt that an evaluation based solely on behavioral competencies was arbitrary and 62% saw the soft skills as an additional pressure, or even as an obstacle to their career development for 45% of employees.
%
of French employees believe that an evaluation based solely on behavioral skills is arbitrary
%
of French employees see soft skills as an additional pressure
%
of French employees see soft skills as an obstacle to their career development
These new recruitment tools offer recruiters richer information on the interpersonal skills of candidates. These innovative solutions are a real advantage for companies looking for talent with sought-after soft skills. However, a balance needs to be found between these two subjects in order to anticipate future needs by capturing the best profiles for future development, and at the same time, to foster a climate of confidence among candidates and employees in the objectivity of recruitment.
HR Innovation #3: Recruiting in the Metaverse
The word “metaverse” is the contraction of the English terms “meta” (beyond) and “verse” of “universe”. This word appeared for the first time in the novel Snow Crash, (The Virtual Samurai) by Neil Stephenson in 1992.
The metaverse is a virtual environment in which individuals interact via avatars. It is thought as a “mirror” of the real world, in which one can play, shop, build one’s own universe… and also eventually work. The meta-verse is therefore gradually entering the world of human resources.
The first companies toinvest in the metaverse to attract young and technical profiles, such as Carrefour, which organized recruitment sessions in the metaverse with 30 students from Polytechnique and the Institut Mines-Télécom business school.
Immersion in the metaverse has some advantages in the evaluation of soft skills. The use of avatars allows to break the codes, because nothing obliges the participants to be represented by a physically resembling or even plausible avatar. But these virtual interactions have their limits and do not exempt from an IRL (in real life) meeting with the individual, either remotely or physically, in order to ensure the person’s identity.
Another advantage of the meta-verse is that it can be used to simulate situations in order to evaluate the skills of candidates (hard or soft skills). It also promotes the gathering of remote individuals in more immersive spaces, recreating “exchange spaces” that we have somewhat lost since the advent of remote work.
We have written several articles on the subject of metavers, to learn more, we invite you to consult them!
The metaverse allows recruiters to meet candidates in an immersive virtual environment, thus offering an innovative recruitment experience. It represents a new horizon for companies looking for talent, offering them new perspectives to find the profiles best suited to their needs. However, the metaverse still has a long way to go, as accessibility to this technology still seems imperfect (need for a blockchain wallet, better experience with an expensive virtual reality headset, foreign language environment…).
Conclusion on innovation in recruitment thanks to digital
Companies are investing more and more in the recruitment process, both from the perspective of continuous improvement of their employer image, and from the perspective of recruitment time versus profile quality in order to capture the right human resources. The challenge is to improve the candidate experience in order to attract and retain the most interesting and progressive profiles. Profiles capable of evolving into other professions thanks to their aptitudes, their behavior… and more generally thanks to their soft skills.
So recruiters are diversifying their recruitment methods. They do not hesitate to integrate the game and the metaverse in all or part of their recruitment process, depending on the job or the profile sought. Indeed, it is interesting to note that the companies that have led the way have made sure to target the right populations to be impactful.
SQORUS, a consulting firm specializing in digital transformation, is used to assisting companies of all sizes and in all sectors with HR processes and more, thanks to its LAB, which constantly monitors HR innovations. Contact us to discuss this directly with our experts.
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