[Case study] How to structure your recruitment processes and reduce your broadcasting budget

The digitisation of recruitment processes has been one of the major challenges facing human resources in recent years. Recruiters have to consult an ever-increasing number of CVs and find THE rare pearl for the company.

Analysing profiles takes time, and recruiters have to juggle other time-consuming tasks. Added to this is the mental burden they face on a daily basis and the need to select their candidate as objectively as possible.

Fortunately, however, there are solutions like Taleez that can centralise recruitment and automate certain tasks to save time and improve efficiency.

In this study, Julien Lagrange, content manager at Taleez, shares his experience with Thomas Laigo, recruitment manager at Incomm. Let's take a look at this success story and find out more about this recruitment management and broadcasting software.

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About Incomm

For over 14 years, Incomm has been helping companies with their multi-media communications (digital and print). The agency puts its creativity and professionalism at the service of its 4,000 customers, dealing as much with craftsmen and SMEs as with major groups and institutions.

Originally based near Bordeaux, Incomm now has 13 branches in France's biggest cities, as well as an agency in Belgium.

This French and European expansion is also having an impact on recruitment, as the HR department needs to attract talent from abroad.

Thomas Laigo, who joined the company in May 2019 as Recruitment Manager, was kind enough to give us some of his time to find out more about their challenges and issues.

A two-speed recruitment market

Incomm is mainly looking for talent in two sectors: IT and commerce.

For each of these areas, the selection criteria differ and are adapted to the reality of the market.

Selecting relevant IT profiles

Incomm's web design and development requirements call for senior profiles in the majority of cases, as well as junior profiles with little professional experience.

"For all our IT recruitment, we have no trouble finding candidates. Incomm has even developed partnerships with specialist schools to unearth rare gems during their training!"

The main challenge for these profiles is sorting and selecting from the large number of applications.

Attractiveness of sales profiles

The agency is also looking to strengthen its sales team by recruiting field sales staff to cover its catchment area. The agency network wants to develop its influence throughout France and Europe.

The search for and selection of sales CVs is more problematic. To succeed in attracting relevant profiles, Incomm is working on its employer brand and on an inbound recruiting policy.

Inbound recruiting is inspired by inbound marketing: instead of seeking out your candidates, they come to you. The aim is to deploy a range of tools (blog, white paper, newsletter, career site, etc.) and actions (communication, employer interviews, etc.) that will generate interest in your company and your job offers among your candidates.

This breaks with the traditional view of the recruiter who "only" publishes job offers.

In our case study, Incomm was able to develop its employer brand thanks to an attractive, dynamic careers site and bold communications.

The challenges they faced

The three issues Incomm had to face were

• centralising processes and actions to improve recruitment efficiency
• coordinating recruitment campaigns across a network of 13 branches,
• attracting the right profiles and talent by developing a strong employer brand and a simple, effective candidate experience.

Implementing a solution tailored to their needs

Centralised management and automatic multicasting of job offers

Before starting up with Taleez, Thomas Laigo and the Incomm team did not have a recruitment management and distribution solution. There was no co-ordination policy in place within the various agencies, which gave rise to different strategies.

Advertisements were systematically posted on Indeed and sometimes on Pôle Emploi. Candidate sourcing was carried out on an ad hoc basis within their own network and on Linkedin. If the number of applications didn't take off, the vacancies were sponsored on Indeed, which generated a fairly colossal advertising budget.

"I joined Incomm as head of recruitment with the aim of creating and coordinating our recruitment policy. In short, to reduce distribution costs and achieve better returns. To achieve these two objectives, we had to equip ourselves with an ATS.

Their choice criteria: why Taleez

Incomm chose Taleez after benchmarking other existing solutions. Our team quickly identified their needs and we discussed their uses and the features that would help them in their day-to-day work.

5 features of Taleez caught their attention:

• The recruitment and application management features on offer (customisable pipeline, shared comments, CV library, automatic multicasting, recruitment statistics, etc.),
• A customisable careers site to showcase your employer brand,
• The flexibility of our solution and its appropriate technical upgrades,
• The responsiveness of our customer support and the interpersonal skills of our entire team,
• Our competitive price compared with other solutions on the market.

Incomm was able to promote its employer brand thanks to its career site, generated by Taleez.

The Pro subscription taken out by Incomm is tailored to their needs, particularly with regard to the creation of workflows(task automation) and the ability to consult statistics on their recruitment (sourcing, time taken to close a recruitment, average time spent by a candidate in a stage, etc.).

As with all our customers, we gave them a demonstration of our tool and then set up personalised support to monitor changes in their needs.

The benefits

Using Taleez has changed the day-to-day life of Thomas and Incomm's managers in a number of ways.

Rebalancing of advertising budgets

As far as the budget issue is concerned, Thomas cross-referenced CV return rates with the budget allocated to each advert or recruitment campaign. By also analysing the sources of applications (Indeed, Pôle Emploi, etc.) using the Analysis function in his account, he was able to determine which channels were performing well. With this information in hand, he refocused distribution on a few job boards and redistributed the remaining amount.

In conclusion, Incomm saved on its total advertising budget and increased its rate of applications received.

Advertising job vacancies is a major recruitment expense. Taleez negotiates attractive rates with over 70 job boards.

Creating a smooth, attractive candidate experience

To create a personalised, streamlined candidate experience, Thomas has defined its own recruitment pipelines and personalised application forms based on the profile sought.

As a result, candidates can apply more quickly and better understand the expectations and needs of the position. For the recruiter, this means more relevant applications and a better candidate-recruiter relationship.

From the recruitment viewpoint, Thomas Laigo can view the progress, number of candidates and key stages of each of his recruitments.

Reduced recruitment time

Finally, the Incomm team (head of recruitment and managers) has saved a considerable amount of time on its day-to-day tasks thanks to the automatic multicasting of vacancies and the collaborative functions.

"Whether it's to consult a CV or analyse an application, we use Taleez's collaborative features such as comments or mentioning a colleague. Our recruitment processes have become much smoother and more efficient!

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Conclusion

The digitalisation of recruitment processes continues to attract more and more companies. The benefits for recruiters are numerous: lower recruitment costs, more relevant applications, better allocation of tasks, greater efficiency and involvement on the part of employees, etc.

The COVID-19 health crisis demonstrated the effectiveness of these recruitment management and distribution solutions, thanks to their collaborative features, accessible online.

Incomm anticipated this trend by structuring and modernising its recruitment processes with Taleez.

Their needs called for tailored functionalities (automatic multicasting, collaborative management, shared comments and mentions, recruitment statistics, etc.).

Initially, the company implemented a structured recruitment policy for its 13 branches. This enabled the company to improve the quality of application processing while freeing up valuable time. This time has enabled the company to analyse its recruitment statistics and to identify any bottlenecks (candidate pathway, job site producing few applications, etc.).

Finally, Incomm was able to reduce its advertising budget by analysing the application rates for each job site and readjusting the amounts allocated.

Sponsored article. The expert contributors are authors who are independent of the appvizer editorial team. Their comments and positions are their own.