recrutement-talentsoft

Recruiting at Talentsoft: Five key questions for the HR team

At the end of 2015, Talentsoft announced 120 new positions. What are the HR team’s main recruiting sources for finding the right profiles?

These 120 positions, to be filled in 2016, present a real challenge for Talentsoft’s HR department.

We use various recruiting sources to find the best profiles:

  1. The internet (40%), which consists mainly of applications that come through the Talentsoft career website, and those found on various social networks.

We really count on these networks here at Talentsoft, especially for recruiting IT profiles.

  1. Referrals (30%)
  2. Hiring our interns and trainees (15%)
  3. Recruiting firms (10%)

Profiles such as developers are quite rare. Have you implemented specific actions to boost recruitments?

Yes, recruiting developers is is a challenge indeed. Not because they are difficult to find, but because they are difficult to appeal to.

Therefore, as part of our recruiting action plan, we implemented various innovative and relevant tools to help our R&D department find the best developer profiles:

  • CodinGame is a platform where developers code online as part of a competition, and apply to vacancies in the session’s partner companies. The recruiting process is reversed here — it’s the applicant who contacts the recruiter, not the other way around. For a better idea of the event, take a look at this article (in French) that details our participation at the CodingGame challenge.
  • Profile hunting on specialised forums such as Stackoverflow and Github, code sharing platforms with discussions on development, which help companies contact active members.
  • Another important event in France is a competition called Le Meilleur Dev de France (France’s Best Developer), a coding competition for developers. Companies can also take part, set up a stand, and make themselves known.
  • University partnerships (Seekube, etc.). We count on these recruiting sources as two thirds of our interns and trainees successfully land permanent contracts. We participate in
    • university forums,
    • mock interviews for students,
    • virtual recruiting forums conducted by partner companies via Seekube.

In order to stand out in the eyes of the profiles we would like to hire, we make sure to always send out personalised messages. For sales representatives, we talk about Talentsoft’s growth and prospects, whereas for developers, the messages are less formal and oriented towards their skills and knowledge.

30% of your recruitments are through referrals. That’s a big number, how do you manage this process?

At Talentsoft, we rely on an employee referral programme. What can be better than taking advantage of our employees’ networks as an excellent recruiting source of candidates?

This is why we established a process where employees can easily share and refer their qualified contacts.

Employees simply have to login to our intranet and complete a referral form. The profiles that have been entered are automatically transferred to a Hello Talent community that is accessible to recruiters.

Here, we can process them easily (with the help of tags and statuses such as contacted, keep in community, interviewed, etc.) and integrate them back into Talentsoft Recruiting for a complete follow-up of applications.

In order to encourage employees to take part in the referral programme, we’ve set up this process on My Talentsoft and organised a communication campaign (flyers, displays, intranet posts) with the theme “Fly away to your favourite destination with the Talentsoft referral programme”. For each profile that has been successfully referred, we offer the referrer a bonus cheque or a trip.

Hello Talent is interfaced with Talentsoft Recruiting, how do these tools complement each other?

The Hello Talent solution perfectly complements Talentsoft Recruiting as both these tools call on completely different recruiting practices.

While the Talentsoft Recruiting tool adopts a more “passive” approach (posting a vacancy and waiting for a candidate to respond), Hello Talent is more “active” in that you have the opportunity to source profiles from different platforms such as LinkedIn, Viadeo, Youtube, Pinterest, and more.

Hello Talent also offers more flexibility: you can create tags, adapt your recruiting process, share your community with people involved in the recruiting process, rate profiles, and get notifications and alerts, gaining time for recruiting and identifying rare talents.

Talentsoft Recruiting offers numerous functional facilities to manage recruiting: vacancy requests, vacancy creation, automatic replies, interview and job offer organisation, and relevant statistics for recruiters (source of applications, recruiting cycle, etc.). All these actions guarantee a rigorous approach for processing high recruiting volumes.

Thus, using these two tools at Talentsoft allows us to have a bigger scope and customise our processes for each recruitment – Hello Talent for hunting talents and Talentsoft for mass processing applications. The fact that Hello Talent is interfaced with Talentsoft helps us gather applications coming from two tools and process them in one single manner.

 Do social networks play an important role in your recruiting process?

We consider social networks very important as they allow us to customise our approach and message for the target population. Along with our career website, they are the main way in which we publish job vacancies. It is our chosen hunting ground.

When talking about “traditional” networks, we use LinkedIn extensively to find numerous talents in France and abroad for all types of positions. We receive many replies for mainly sales, marketing, and HR positions.

The more “trend-setting” networks such as Facebook and Twitter help us target an active and accessible population in the digital world. For example, Twitter lets us target groups where our messages can have a major impact (UX, digital groups).

Finally, social networks such as Stackoverflow and Github allows us to look for target profiles. These two platforms help developers communicate and share their work online. As a company, we can get involved and adopt their practices, discover publications, and analyse their reputation. This immersion often helps us win their confidence: they are pleasantly surprised by our presence on these platforms as this shows that we’re interested in them, that we understand them, and that we speak their language. This requires a sense of adaptability by the recruiter in adapting their message and approach (being on a first name basis, customised approach, direct messaging, etc.).

These new communication and information sharing channels keep us on our toes. And recruiting is in the forefront of this radical change. Thus, professional social networks are an integral part of the tools recruiters are now using. In the long run, using social networks, professional ones or otherwise, will become inevitable for employers.

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