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

The digitization 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 to find the perfect candidate for the company.

This profile analysis takes time, while 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 centralize recruitment and automate certain tasks , saving time and improving 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 supporting companies in 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 major cities, as well as a branch in Belgium.

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

Thomas Laigo, Recruitment Manager, arrived in May 2019, and was kind enough to give us some of his time to better understand 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 fields, the selection criteria differ and are adapted to the reality of the market.

Selecting the right IT profiles

Incomm's web design and development needs call for a mix of senior profiles and juniors with little professional experience.

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

The main challenge for these profiles is sorting and selecting the numerous applications.

Attractiveness for sales profiles

The agency is also looking to strengthen its sales team with field salespeople 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 as well as 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...) and actions (communication, employer interviews...) 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 career site and bold communications.

The challenges they faced

The three issues Incomm had to face were :

• centralize processes and actions to improve recruitment efficiency,
• coordinate recruitment campaigns across a network of 13 branches,
• attract the right profiles and talents by developing a strong employer brand and a simple, effective candidate experience.

Implementing a solution tailored to their needs

For centralized management and automatic multicasting of job offers

Before starting up with Taleez, Thomas Laigo and the Incomm team had no solution for managing and distributing recruitment. No coordination policy had been put 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 offers were sponsored on Indeed, which generated a rather 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 succeed in these two missions, 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 Taleez features caught their attention:

• Recruitment and application management functionalities (customizable pipeline, shared comments, CV library, automatic multicasting, recruitment statistics...),
• A customizable career site to promote your employer brand,
• The flexibility of our solution and its adapted technical upgrades,
• The responsiveness of our customer support team and the interpersonal skills of the entire team,
• Our competitive price compared with other solutions on the market.

Incomm has successfully promoted its employer brand through its career site, generated by Taleez.

The Pro subscription taken out by Incomm is adapted to their needs, notably concerning the creation of workflows(task automation) and the possibility of consulting statistics on their recruitments (sourcing, time to close a recruitment, average time spent by a candidate in a stage...).

As with all our customers, we provided a demonstration of our tool, followed by personalized support to keep pace with their changing needs.

The benefits

Using Taleez has changed the day-to-day life of Thomas and the Incomm managers in several ways.

Rebalancing ad distribution budgets

On the budgetary front, Thomas cross-referenced CV return rates with the budget allocated to each advert or recruitment campaign. By also analyzing the sources of applications (Indeed, Pôle Emploi...) 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 circulation budget and increased its rate of incoming applications.

Posting job offers is a major recruitment expense. Taleez negotiates attractive rates with over 70 job boards.

Creating a smooth, attractive candidate experience

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

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

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

Reduced recruitment time

Finally, the Incomm team (recruiting manager and managers) has saved a considerable amount of time on its daily tasks, thanks to the automatic multicasting of offers and the collaborative functions.

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

See all software Recruiting

Conclusion

The digitization of recruitment processes continues to win over more and more companies. The benefits for recruiters are numerous: lower recruitment costs, more relevant applications, better task allocation, 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, online functionalities.

Incomm anticipated this trend, structuring and modernizing its recruitment processes with Taleez.

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

As a first step, 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 precious time. This time has enabled the company to analyze its recruitment statistics and identify any bottlenecks (e.g. candidate pathway, job site producing few applications, etc.).

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

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