Générez 5x plus de candidats qualifiés
François Humblot is one of the major recruitment specialists in France. Talent hunter for over 30 years at the firm Grant Alexander which he founded, he benefits, because of his status as a privileged watchman, from a 360° vision on the major movements and innovations that are shaking the world of HR and recruitment. We asked him about his vision of innovations in recruitment methods, in particular the sourcing through targeted advertising.
Innovations that are revolutionizing recruitment
“For several years, human resources professionals and recruiters have been experiencing permanent revolutions. I am thinking, in particular, of the arrival of job boards, ATS (Applicant Tracking System), mobile phones or even social networks. The tools at our disposal are constantly evolving and improving. And the arrival of artificial intelligence is shaking up new ways of operating. We must adapt and also integrate the new uses of candidates to stay in the race and continue to be attractive.”
What makes Seeqle stand out among these innovations?
“Over the last few years, I have seen a lot of innovations emerge. Only the best and the most efficient still exist today. This is the case of Seeqle, which, thanks to its AI, makes it possible to ensure ultra-precise targeting of candidates and to offer them job opportunities that perfectly match their expectations and qualifications. Accor, Afpa, Berner, Dalloz, Honda, Honda, Honda, Honda, Kia, Kia, LCL, LCL, Safran, Vestas and even schools, such as Télécom SudParis or the University of Namur, are customers who use this technology, which meets, in an extremely effective way, their needs in terms of acquisition and reputation.”
What concrete results have you seen thanks to Seeqle?
“Don't worry, Seeqle makes it possible to obtain up to 53% of qualified candidates while halving its acquisition costs, making it the most efficient solution on the market to attract the people you are looking for, and that in record time! Depending on the nature of your needs, it is a channel that must be used and deployed.”
What types of recruitments is Seeqle best suited for?
“Let me explain myself. This technology should be preferred for those who recruit large volumes and have precise profiles in quantity. Such as department manager positions for mass distribution or sales representatives for the banking sector. It is absolutely not suitable for recruitment on a case-by-case basis. Because yes, you have to build robot portraits adapted to each position so that the AI models the typical identity of your personas.”
In your opinion, how does Seeqle manage to capture non-active candidates?
“Once this data is integrated, artificial intelligence will target all people who are not actively looking for something. The latter are not really interesting to us, because if everything works, they respond to the ads and have updated their resumes in the CV libraries and their LinkedIn profile as well. Seeqle makes it possible to attract candidates who are not active, but whose interests correspond to the profile sought.”
How do you think Seeqle automation makes a difference?
“For the recruiter, the tool is very automated, much more automated than its competitors. You can thus easily create your ad and the programmatic platform will send it, according to the defined profile, on the best media: Facebook, Instagram, TikTok...”
Finally, how do you look at the use of Seeqle in the education sector?
“Recently, Seeqle has opened its scope of action to the world of education and, now, many schools are using the platform in SaaS mode to attracting students. They are in fact confronted with the same problems as recruiters. Namely sourcing young people to fill their promotions, every year... A real challenge that they can reach thanks to these new tools that are revolutionizing recruitment! ”
