What are the main Recruitment Channels?

Using the right recruitment channels for your industry is a good way to correctly target your candidates. 🎯

These channels are where employers primarily look for future employees. Let’s go! 🚀

What are Recruitment channels?

Recruitment has become a real challenge and a major investment for companies. Finding the rare pearl (that’s you) is becoming increasingly complicated! 🙈

Recently, the labor market has undergone a digital transformation, with the health crisis accelerating the digitalization of recruitment. 🦠

In a nutshell, recruitment channels are means or platforms used to find new employees or seek employment. 💡 There are different types, depending on the criteria and needs of the company or candidate.

In this article, we’ll take a look at the different recruitment channels available and give you some valuable tips on how to use these resources to find out how to recruit or locate your future job.

What are the different recruitment channels?

There are many ways to recruit. Here are the 3 recruitment channels you need to know about: 👇

1. Digital channels : including job boards, career-specific websites and social media.
2. Physical channels: include recruitment agencies, job fairs and forums, and temporary employment agencies.
3. Alternative recruitment channels: such as school-business partnerships, unsolicited applications, endorsements, etc. 🤓

External recruitment channels: Advantages and disadvantages

In the dynamic world of recruitment, external recruitment channels play a vital role in helping companies attract new talent. 🤩

These methods include online job platforms, professional social networks such as LinkedIn, professional recruitment agencies and job fairs.

Each channel offers specific advantages, enabling employers to target qualified candidates who are not actively seeking new jobs, but may be interested in new opportunities. ✨

By leveraging these external channels, companies can extend their reach and strengthen their teams with new skills.

1. Job search sites

As mentioned above, job boards are the leading online recruitment channel. 🌐 Since their emergence, online job offers have become a solid pillar of today’s job market.

Platforms like LinkedIn, Indeed, Glassdoor, Monster, etc. offer a space for employers and candidates to discover each other. 🔍

Although it’s often more interesting on the candidate side, 😏 there are many job boards that offer recruiting companies the chance to find existing talent too.

Whatever the case, these platforms help companies find candidates seeking employment. 👉 It’s an invaluable tool for increasing their visibility.

Instead of relying entirely on a single job board, companies typically take advantage of the competitive nature of these platforms and publish their vacancies across multiple channels for maximum visibility. 👀

The benefits:

• Increase the visibility of your job offers. 🌌
• Access to many potential candidates, including those passively searching for opportunities.
• Ability to target according to skills, business sector and geographical location.

Disadvantages:

• There is a risk of receiving numerous applications, not necessarily relevant, which need to be examined in detail.
• Depending on the platform you choose to publish your offer, costs can be high.

For our part, we post new job offers on Welcome to the Jungle, and it’s going really well! 😉

2. Company recruitment page

Your website is a powerful showcase page for attracting talent. 💪 A well-designed site can turn curious prospects into paying customers, and curious visitors into perfect candidates.

Your website should help you sell your brand as well as your products and services. 🛍️ When jobseekers browse your website, they’re almost always interested in the Careers page or “Join us” page.

It’s a must for any company with an online presence! 💻 Visitors who want to buy your product must find an easy way to do so. The same goes for jobseekers.

If you ignore your careers page, you’ll miss out on many potential candidates. 😬 Interested jobseekers can always try to contact you by other means, but using a contact form is the easiest way for everyone. 🙏

The benefits:

• This reinforces your brand image by highlighting your corporate culture and values.
• Full control over the content and presentation of available offers.

Disadvantages:

• It takes marketing efforts to promote your site, if you want to reach a wide audience.
• Regular management and maintenance of the website are necessary to ensure its effectiveness.

3. Social networks

Using social networks to find candidates can raise doubts, 🤔 especially if a company has never used social networks before.

Social networks are the most active channel and the best way to connect directly and instantly with potential candidates of all generations.

Like complex searches on job boards, jobseekers often use social media to find vacancies. 💫

In fact, many candidates spend the majority of their time on networks. ⌚ That’s why using channels like Facebook Business page,«Instagram for business», and LinkedIn company pages can give you great results.

There’s also the community aspect. 💡 For example, a job offer posted on LinkedIn can be shared by several people to attract most candidates.

The benefits:

• You’ll have access to a wide range of candidates, including those who aren’t actively seeking employment, but are open to new opportunities.
• Ability to interact directly with candidates to increase engagement.

Disadvantages:

• This can require a sophisticated content marketing strategy and ongoing management.
• If communication isn’t well managed, you risk tarnishing your professional image. 🙈

Internal recruitment channels: Advantages and disadvantages

Internal recruitment channels are important for promoting growth and retention within an organization. 🌱

These methods include promoting vacancies through internal promotions, employee referrals and professional development programs designed to prepare employees for advanced roles. 🥸

These strategies not only reduce the cost and time associated with external recruitment or “sourcing”, 🤑 but also encourage and motivate existing staff by offering opportunities for career advancement.

By investing in internal recruitment, employer brands can build a strong culture and retain their employees. 💘

1. Employee recommendations

Employee referrals are common practice for many employers. 👍 There’s also the fact that it requires very little effort and cost, and that employee referrals can produce the best talent a company can hire.

Given the relationship between employees and the company, it’s safe to say that they know the company, how it works and how the team communicates, etc. 🗣️

The added benefit of working alongside friends and acquaintances is a powerful motivator for both applicants and employees 😀

The best thing an employer can do to generate referrals is to motivate employees and encourage them to refer friends and acquaintances in exchange for bonuses or financial rewards. 💰

The benefits:

• Generally less costly and faster than external recruitment.
• Recommended employees often have higher success and retention rates because they have prior knowledge of the company’s culture. 👽

Disadvantages:

• There is a risk of favoritism and the formation of cliques, which can have a negative impact on team morale.
• When employees recommend people who look like them, this can limit diversity within your company.

In fact, that’s what we frequently do at Waalaxy to find rare gems! 🦪

2. Rediscover candidates

Rediscovering candidates involves performing a new search in the existing candidate database. 🙌

This practice is designed to simplify the recruitment process. ⚡ What’s more, it’s typically easier to search candidate databases for the right person than to search for new candidates.

For some companies, these candidate databases can contain thousands of CVs at a time, which can be an intensive and stressful task for small teams. 🙈

However, even though it may seem time-consuming, it’s a good way of researching candidates without having to expend too much extra effort. 🦾

The benefits:

• Reduce recruitment time and costs by leveraging existing resources.
• Candidates who are already known will benefit from a shorter adaptation period.

Disadvantages:

• Focusing too much on talent that’s already known can limit innovation. 🌈
• If you frequently contact the same candidate, without making a concrete offer, you run the risk of frustrating them.

3. Apply internally

Internal recruitment involves filling vacancies with people already within the company. 😍

This method is favored for several reasons, including facilitating internal promotion, supporting role reorganization and optimizing existing skills. 👌

Internal recruitment allows you to evaluate your employees, recognizing and rewarding their potential and performance.

What’s more, it can strengthen team cohesion and productivity, while increasing employee motivation and loyalty. 👉 It also reduces recruitment costs and timescales, and minimizes the risk of cultural misalignment.

The benefits:

• You’ll increase employee motivation and commitment by offering them prospects for growth within the company.
• Improve retention by leveraging in-house talent and capabilities.

Disadvantages:

• Tensions and jealousies can arise among non-selected employees. 😥
• There is a risk of stagnation when external prospects are limited.

Now let’s see how to optimize these methods! ⏬

Optimize your recruitment with Waalaxy

What’s more, you can use LinkedIn’s free advanced search and Waalaxy CRM to find relevant candidates. 👌

Here’s how it works:

• Enter a keyword to find candidates and launch the search to find profiles that match your vacancy. 🔍
• You can also perform a Boolean search on LinkedIn. This type of search allows you to search more precisely for profiles.
• You can then import your LinkedIn candidate list into Waalaxy and launch a campaign to contact candidates directly. Once they’ve responded, 📞 you can schedule your first interview!

As you know, recruitment has a monetary cost, but it also takes a lot of time. 😱 If you want to accelerate your recruitment process, use Waalaxy:

It’s not just a LinkedIn automation tool, but can also optimize your online candidate search. 💯

👉 Thanks to advanced search in the LinkedIn social network and multichannel campaigns, our tool allows you to create a database of profiles according to your predefined selection criteria.

Conclusion: Most popular recruitment channels

In short, the top recruitment channels will vary according to each company’s objectives and needs. 🧐

Job search sites, professional social networks such as LinkedIn and employee recommendations are emerging as the preferred recruitment sources for recruiters. 📣

Each channel offers unique advantages, such as access to large-scale candidates and greater cultural and professional integration.

To maximize the effectiveness of your hiring process, it’s important to understand the ins and outs of each talent and to strategically adapt them to your organization’s needs.

FAQ : Recruitment channel

What is a recruitment channel?

Recruitment channels refer to the various methods and platforms used by companies to attract and hire candidates. 🧲

These channels can be internal, such as employee promotions and recommendations, or external, such as job boards, social networks, etc. 🏹

Each channel is designed to connect employers with potential talent to fill vacancies within your organization.

Which recruitment channel to choose?

The choice of recruitment channel depends on the company’s specific needs, the type of position to be filled and the urgency of filling the position. ⏰

For professional talent, professional social networks and recruitment agencies are effective. 👉 For general jobs, job boards may suffice.

However, internal channels are ideal for stimulating growth and retention within your company. Analyzing your goals and resources will help you pick the best channels.

What are the different types of recruitment?

There are two main types of recruitment: «internal recruitment», in which companies hire from among their existing employees, and «external recruitment» 🌎 , in which companies recruit candidates from outside the company.

There is also passive recruitment, which targets candidates who are not actively seeking employment, and the active recruitment, which targets candidates who are actively seeking employment. 🔎

Each type uses different strategies and channels to meet specific business needs! 💡

Now you know how recruitment channels work. 👏