What are the different ways to find a candidate

There are several ways to recruit or to be recruited, KRH-Recrutement will dissect the different recruitment methods for you.

1. Job offer

Job offers are the first way to recruit or to be recruited, they allow to connect the recruiter and the candidate thanks to specific criteria such as skills, experience and salary.

Many employment platforms offer this type of means even companies have their own employment platform. To attract as many candidates as possible, job vacancies need to have visibility so that a sufficient number of candidates can apply. With the proliferation of job offers and poor management thereof, recruiters are receiving fewer and fewer relevant applications.

2. Sourcing

Many companies and recruiting firms use sourcing to overcome the lack of candidates. Recruiters use CV banking platforms such as APEC, Pôle Emploi or paid platforms such as Cadre Emploi or Météo Job. These job sites fill their CV bank thanks to company announcements but above all thanks to candidate registrations. This technique has produced excellent results in terms of recruitment which allows candidates to regularly stay tuned to the market. The advantage for recruiters is that they only come into contact with candidates who match the profiles. The downside of this method is that the same candidates are always contacted, which reduces the number of profiles.

3. The Direct Approach

The direct approach is to get in touch with a candidate or recruiter through social media, mail or phone. This technique is close to spontaneous application, the difference is that the candidate and the recruiter have not planned to recruit. By pure opportunity, the recruiter can anticipate his needs by recruiting the candidate. Some companies have recurring needs due to the turnover of their team, they do not necessarily put offers even if they are recruiting. The direct approach is interesting but it is not very relevant because it is based on the probability that the candidate or the recruiter will listen to the market.

4. Spontaneous application

Spontaneous application is a very little used recruitment system because it is not a concrete opportunity and often candidates think that their CV is forgotten. The advantage of spontaneous application is that it allows companies to have applications throughout the year that can be useful and meets the present and future needs of companies. Very few candidates use this solution because they feel that it is very unlikely that they will have any feedback.