Struggling to find the right candidates for your team?

I feel Hiring now has become more of a two way process wherein both Employer and Employee analyse each other before they shake hands to work together. While employer look for skilled, risk taking, open to learn and passionate to deliver results employee on the other hand employee as well look for an employer with healthy work culture, clear growth path, transparent communication, mentoring and hand holding to deliver best of self.

This is simple. When you need service in your home, you call an expert. Legal advice, you call an expert. For hiring, agencies, like Manpower who have been in business for 80 years (yes, the first and original agency!), we are the experts!

Bien comprendre le fonctionnement de votre équipe et les points ou vous etes en difficultés pour bien definir les compétences qui vous permettront d'avancer plus vite et efficacement.

Refine your job descriptions: Ensure your job descriptions accurately reflect the role's requirements and appeal to the right candidates. Use clear, concise language and highlight the most important skills and experiences needed for success. Your sourcing channels: Diversify your candidate search by exploring various platforms, such as niche job boards, social media, industry-specific forums, and employee referrals. Consider attending networking events and connecting with passive candidates. Leverage technology/data: Utilize recruiting tools, AI-driven platforms, and data analytics to identify and engage top talent. These tools can help streamline your search, assess candidate fit more accurately, and optimize your recruiting process.

I understand that finding the right candidate can be challenging, especially when balancing specific skill sets, experiences, and cultural fit. It's not uncommon for the process to feel overwhelming at times, especially when it seems like the right match is hard to come by. That’s where clear communication and a strategic approach come into play. By refining the candidate profile and ensuring alignment between expectations and the market, we can simplify the process and increase the chances of finding someone who fits seamlessly into your team. My focus is always on helping Hiring Managers make that connection as smoothly as possible.

Etre transparent et partager des informations claires, si elles sont chiffrées c'est mieux ! Enfin l'objectif est que le candidat puisse se projeter et donc parler de la répartition du temps entre les taches, les attendus sur la periode d'intégration ou même les outils à disposition

As a leader, finding the right talent is key to our team's success. By defining our needs, enhancing job ads with AI, and leveraging LinkedIn's network, we can connect with top candidates more effectively. Cultivating our brand and streamlining the hiring process with advanced tools will reduce time-to-hire and ensure we attract the right people to drive our vision forward.

Your job advertisement is often the first impression potential candidates have of your organisation, and it's crucial to make it count. I always ensure that job ads are clear, engaging, and truly reflective of the company's culture. By using language that resonates with the ideal candidate and being specific about qualifications and responsibilities, I can attract the right applicants. A well-crafted ad acts as a natural filter, discouraging those who don't meet the criteria while appealing to those who do. This approach helps ensure that the candidates drawn to the role are genuinely aligned with what the organisation needs.

To stand out in the job advert space put the salary in the description. If you are not comfortable doing this take a long hard look at why and reflect.

A compelling and resonating job ad can help attract even more applicants and establish the company as an attractive employer. Enhancing job ads is a strategic process that directly impacts your ability to attract and secure top talent. To make your job ads more effective, start with a precise and straightforward job title that reflects the role’s core function. This clarity ensures that your posting reaches the right candidates during their job search. Ensure your job advertisement is inclusive and welcoming to various candidates.

If your team is struggling to find the right candidates, the fastest and most efficient way to turn things around is to leverage a resource who has a trusted network of high-performers. When you leverage the right external recruiter, you are also leveraging their trusted network that they have built for years. Within recruitment, trust is NOT immediate... AND Trust is NEEDED to recruit a high-performer. If trust doesn't exist at the highest level within your internal team, then it will remain a huge challenge to recruit top talent.

Hiring a new team member through the personal network always remains beneficial, such as, recruiters may know market credibility/image of the candidate, feedback about the candidate can be obtained in advance through reliable sources (confidentially), and as on.

I completely agree with this point. Networking is indeed a powerful tool in recruiting. Recruitment is fundamentally about people, and building relationships is key—this is what truly separates a good recruiter from a top biller. Leveraging professional networks, both online and offline, allows you to connect with potential candidates who might not be actively looking but are ideal for your roles. These relationships, whether through industry events, peer connections, or employee referrals, can lead to valuable introductions that elevate your recruiting success.

I was taught very early on in my recruitment career to always ask anyone you speak to (about a role), who isn't looking for a new position, "do you know anyone who might be looking?" People stay connected for many years after they have worked together, they keep in touch, if you have identified someone who is an excellent fit for a role, the chances are they have worked with people with similar skill sets and will have kept in touch with them - ask them, the worse they can say is they don't know anyone.

C'est un travail de communication et donc travailler avec des couleurs, un ton et des slogans qui permettent d'identifier facilement la marque est un plus. Car le message sera toujours plus visible

Your brand is either your greatest weapon or your biggest liability—choose wisely. Your employer brand is your strongest asset in today’s competitive talent market. It’s what differentiates you from every other company vying for top talent. Cultivating a strong brand isn’t just about flashy marketing—it’s about authenticity. Share real stories that showcase your team’s successes, your company’s values, and the day-to-day life within your organization. When your brand reflects your true culture, it resonates with candidates who are aligned with your mission, making them more likely to not only apply but also stay for the long haul.

To effectively build your employer brand, I start by aligning our messaging across all platforms to reflect our company's mission, culture, and values. I share stories on LinkedIn that highlight our team’s successes and unique work environment, creating a footprint in our niche that resonates with top talent. Building a personal brand on LinkedIn is key—I regularly post industry insights, engage with thought leaders, and share our company’s achievements. This approach not only strengthens our brand but also turns cold calls warm, as candidates and clients already feel connected to our values and culture.

Begin by clearly defining and communicating your company’s mission, values, and culture in all recruitment materials. Ensure your career website, social media profiles, and job ads reflect your brand’s unique identity and what sets your company apart as an employer of choice. Showcase employee testimonials, success stories, and behind-the-scenes content to give candidates a real glimpse of your workplace culture. Engage with potential candidates, industry events, and community involvement, positioning your company as a thought leader and desirable place to work. Additionally, maintain a positive candidate experience throughout the recruitment process, providing timely feedback and clear communication to reinforce your brand’s reputation.

A huge part of employer branding is the candidate experience. Arranging interviews on time, ensuring candidate and line manager availability is taken into consideration. Not changing interviews at the last minute if it can be avoided, providing feedback and interview instructions in a timely manner, it's important to make people feel wanted. Anyone in an interviewing role should consider themself an advocate of the brand with every candidate, people remember how they were treated, good and bad and you need to remember that with every candidate not just the ones you want to hire.

Having worked in recruitment for more than 20 years (eek!), I’ve seen big changes as the industry has evolved. Although new technologies allow more choice than ever before, one thing hasn’t changed – specialist recruitment agencies still offer an advantage when it comes to choosing your next career move or finding your ‘unicorn’ – the perfect candidate. Why use an agency to recruit for your team? As recruiters, we talk to hundreds of people each month. I’ve worked with thousands of organisations and SMEs, and have in-depth knowledge of their workplace cultures. This breadth of experience gives agency recruiters the insight to align candidates with the right roles, not just by skillset but by shared values and cultural fit.

An Ideal Interview process should be like: Structured employment interviews use a standardized scoring method to reduce bias in the evaluation process, and hone in on professional knowledge, job skills, interpersonal skills, and the mental skills related to performing the job responsibilities. Followed by judging the "Will" in a candidate. If there is a learning attitude things can be accomplish by mentoring too.

Streamlining your full cycle recruitment process is a continuous effort that involves optimizing each step for efficiency and effectiveness. A smooth and respectful process reflects well on the company, leaving candidates with a positive impression, regardless of the outcome, and encouraging them to consider the company for future opportunities. Clearly outline the responsibilities, qualifications, and expectations for the role. This not only attracts the right candidates but also helps your hiring team stay focused on the key requirements. Develop a structured interview format with predefined questions tailored to each role. This helps in consistent evaluation of candidates.

Experienced, professional recruiters will often site streamlining your existing hiring process as an absolute requirement. Truthfully, most candidates will find any process outside of just emailing their CV and expecting a job offer, to be too cumbersome, but there certainly are opportunities within any most organizations to trim their overall process. Discuss your process internally, with team members and hiring managers, and externally with successful candidates, and those there were not tendered employment. Attend seminars and conferences specific to process, and speak with counterparts in other industries, to evaluate your company's process, to provide insight and actions to improve your overall hiring cycle.

Managing a streamlined hiring process can be challenging, especially since scheduling interviews often falls on the client’s side. However, I actively work to make the process more efficient by fully vetting both the client and the candidate before interviews are even scheduled. By building strong relationships with my clients, I position myself as a trusted partner, so they can rely on me as their first line of interview, confident that any candidate I send is a strong fit. This not only reduces the time spent in the hiring process but also keeps candidates engaged and excited about the opportunity.

When it comes to building and managing effective talent pipelines, sometimes simplicity is key. An ATS combined with a CRM can be incredibly effective. This duo covers all bases for most recruiting needs. The ATS streamlines the application process, automates communications, and keeps track of all candidates and their statuses. Meanwhile, the CRM component allows you to nurture relationships with candidates over time. By maintaining detailed profiles and interaction histories, you can create a more tailored candidate experience. This approach not only enhances candidate engagement but also builds a community of potential hires that you can draw upon as opportunities arise.

Anyone who works exclusively with Excel in recruiting today has lost the connection. It is absolutely essential to use a suitable candidate tool. The right tools can save a lot of time, nerves and money.

Si vous investissez dans de bons outils, comme un ATS (@jarvi), vous y verrez plus clair, gagnerez du temps dans vos prochains recrutements, en disposant d'un vivier de candidat qualifiés potentiellement mobilisable plus rapidement.

Great tools make a job...not feel like a job. The admin tools in recruitment should not feel like a slog rather free you up to do the stuff that really gives you energy. Real life example the free version of Calendy (other diaries are available) gave me so much time back from scheduling screens by auto offering up my availability to talk to candidates and letting them choose what suited them, no 7 emails back and forth in a chain, 3 clicks and done!

Use an Applicant Tracking System (ATS): Implement an ATS to organize, track, and manage your candidate pipeline efficiently. Example: Use an ATS to filter resumes based on keywords, schedule interviews, and keep candidates informed. Leverage AI and Automation: Use AI tools to help screen candidates, identify top talent, and even automate initial outreach. Example: AI-powered tools can analyze resumes for matching criteria or automate follow-up emails to keep candidates engaged.