E-Recruitment in Morocco: Opinion of Alexandra Montant, Deputy Managing Director of Rekrute
10 January 2017
Read by 4737 persons
These tools offer the company a global view of the status of current files.
Today, we talk much more about digital recruitment. Companies, whether small or large, have realized that to enjoy a good reputation, it is no longer enough to use classic recruitment, it is also necessary to develop the employer brand through the internet, whether on their portal, professional recruitment sites or social networks.
It is mainly company internet portals that are favored by candidates to the detriment of spontaneous applications. Job boards are also used, by both candidates and companies.
Therefore, candidate pre-selection platforms are multiplying to allow companies to increase their chances of finding the ideal candidate for the position to be filled. Skills matching takes place and the selection of the candidate or the offer is carried out by creating synergies between the company's needs and the candidates' aptitudes and skills. Serious Games are also developed to assess candidates' skills through simulations.
Furthermore, we use ATS (Applicant Tracking System) software, which is a great help for recruitment. This software processes and sorts candidate data according to the company's needs.
When an advertisement is posted, the company can decide to integrate keywords into its advertisement, such as the field of expertise, salary, and seniority in a position. The software will then integrate these parameters and automatically sort all the applications meeting these criteria in the CV database, thus avoiding wasting time on unwanted CVs.
Thanks to these tools, the company can have a global vision of the progress of the different recruitment files in progress, while monitoring the progress of each job offer thanks to the different dashboards.
Also in the context of recruitment, we also offer HR marketing strategies through social networks. We sometimes run marketing campaigns on Facebook for companies. This allows better communication about their HR policy.
Finally, a recruitment campaign is not limited to tools (ATS, serious games, evaluation tests and assessments…) because the whole point of recruitment lies in how to find the right profile and how to retain it.
Posted on January 10, 2017
Today, we talk much more about digital recruitment. Companies, whether small or large, have realized that to enjoy a good reputation, it is no longer enough to use classic recruitment, it is also necessary to develop the employer brand through the internet, whether on their portal, professional recruitment sites or social networks.
It is mainly company internet portals that are favored by candidates to the detriment of spontaneous applications. Job boards are also used, by both candidates and companies.
Therefore, candidate pre-selection platforms are multiplying to allow companies to increase their chances of finding the ideal candidate for the position to be filled. Skills matching takes place and the selection of the candidate or the offer is carried out by creating synergies between the company's needs and the candidates' aptitudes and skills. Serious Games are also developed to assess candidates' skills through simulations.
Furthermore, we use ATS (Applicant Tracking System) software, which is a great help for recruitment. This software processes and sorts candidate data according to the company's needs.
When an advertisement is posted, the company can decide to integrate keywords into its advertisement, such as the field of expertise, salary, and seniority in a position. The software will then integrate these parameters and automatically sort all the applications meeting these criteria in the CV database, thus avoiding wasting time on unwanted CVs.
Thanks to these tools, the company can have a global vision of the progress of the different recruitment files in progress, while monitoring the progress of each job offer thanks to the different dashboards.
Also in the context of recruitment, we also offer HR marketing strategies through social networks. We sometimes run marketing campaigns on Facebook for companies. This allows better communication about their HR policy.
Finally, a recruitment campaign is not limited to tools (ATS, serious games, evaluation tests and assessments…) because the whole point of recruitment lies in how to find the right profile and how to retain it.
Posted on January 10, 2017
