A multitude of recruitment tools exist to help recruiters in their missions. From defining recruitment needs to sourcing and selecting candidates, … these HR tools facilitate the management of recruitment processes. How to find the right tools? On what criteria define those that will be most adapted to the needs of the company?

The complexity of the labour market forces companies to adapt their recruitment strategies. As a result, the management of recruitment constitutes a competitive lever in the same way as the other functions (financial, commercial, etc.). This is why recruitment is based on HR methods and tools. What is a recruitment software? What are the features to look for? And, if a software is already integrated into the recruitment strategy, when are HR processes used and how?

To find the best profiles on the labour market, all means are good! This is why sourcing has become a strategic step in the recruitment process, especially to address the shortage of certain talents (developers, salespeople, etc.). How to implement a sourcing strategy adapted to the company? How to source CVs? Where to source candidates?

The implementation of the GDPR forces companies to rethink their processes related to the protection of personal data, or they will face sanctions. However, in human resources, process management is sometimes neglected. What is GDPR? What are the implications for HR and especially recruitment?