Talentpool

Libérez la puissance de Talentpool : Votre solution avancée pour dénicher et recruter des talents de premier ordre. Explorez comment Talentpool peut révolutionner votre processus de recrutement.

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Ressource précieuse

Qu'est-ce qu'un Talentpool exactement? C'est votre trésor de candidats passés, prêt à vous aider à pourvoir de nouveaux postes et à propulser votre organisation vers ses aspirations à long terme.

Améliorez votre efficacité de recrutement avec Talentpool

Que vous vous lanciez dans des embauches à grande échelle, que vous recherchiez des compétences spécialisées, ou que vous cherchiez à rationaliser et automatiser vos procédures de recrutement, OTYS Talentpool offre la solution sur mesure que vous désirez.

Exploitez une source inépuisable de talents

OTYS Talentpool sert de module avancé de suivi des candidats, répertoriant à la fois les candidats actifs et passifs issus de sources diverses: portails d'emploi, sites de carrière, recommandations, médias sociaux, agences et programmes de recommandation.

Débloquez des informations exploitables

Grâce à des processus de filtrage, d'évaluation et d'intégration automatisés, vous pouvez intégrer rapidement des talents exceptionnels. De plus, obtenez des informations inestimables sur l'efficacité du processus grâce à des rapports accessibles. Votre parcours de recrutement vient de devenir plus intelligent.

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Sales Select

Avec Sales Select, vous gérez les leads, les prospects, les clients et les opportunités commerciales depuis le même environnement que votre processus de recrutement. Parce que Sales Select est entièrement intégré à OTYS Go!, vous travaillez à partir d'une base de données centrale unique pour la vente, le CRM et le recrutement.

 

Maîtrise des leads et des deals

Suivez chaque opportunité commerciale depuis le premier contact jusqu'à la collaboration fructueuse. Grâce à un pipeline clair, vous visualisez instantanément quels leads nécessitent une attention particulière, quelles actions sont en attente et où se situent les opportunités au sein du processus de vente.

  • Gestion centralisée des leads et des deals

  • Travaillez avec vos propres étapes de vente et workflows

  • Associez les opportunités aux clients, aux offres d'emploi et aux placements

  • Gardez une vue d'ensemble sur les suivis et les activités

Indicateurs et suivi

Grâce aux tableaux de bord et aux rapports, vous voyez quels prospects doivent être relancés, quels deals sont actifs et où se trouvent les opportunités commerciales. Vous restez ainsi en contact proactif avec vos clients et prospects, et aucune opportunité ne se perd.

Entièrement intégré au CRM et à l'ATS

Puisque Sales Select fait partie intégrante d'OTYS Go!, les activités de vente sont directement liées aux contacts, aux entreprises, aux offres d'emploi, aux candidats et aux placements. De cette manière, le recrutement et la vente collaborent autour d'une vision client complète et unique.

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NIXZ Plugin

Rationalisez votre processus de recrutement sans effort avec notre solution révolutionnaire dans le secteur du recrutement.

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Libérez le potentiel de l'intégration NIXZ Plugin (SimpleRecruiter) et OTYS

Tirez parti des capacités complètes des deux plates-formes grâce à notre intégration avancée de SimpleRecruiter et OTYS.

Découvrez des candidats

Le 'SimpleRecruiter Google Chrome Plugin' intègre de manière transparente OTYS avec des tableaux d'emploi renommés tels que LinkedIn, Indeed, werk.nl et Xing, permettant un transfert transparent des candidats découverts de SimpleRecruiter directement dans OTYS.

Améliorez l'efficacité et favorisez une collaboration transparente

Dynamisez votre processus de recrutement avec le plugin NIXZ, économisant un temps précieux dans le domaine du recrutement. Importez les candidats directement de LinkedIn dans OTYS, garantissant que tous les détails vitaux des candidats résident dans un seul emplacement.

Optimisez le processus de recrutement

Partagez facilement les données des candidats, laissez des notes et échangez des commentaires. Restez informé et optimisez le processus de recrutement.

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Vous souhaitez automatiser votre administration de manière intelligente et efficace ? Twinfield Accounting est le logiciel de comptabilité idéal. Twinfield s'intègre de manière transparente à des centaines de solutions sectorielles, ce qui vous permet non seulement de gagner du temps, mais aussi d'avoir un aperçu instantané de vos performances financières !

Intégration avec Twinfield

OTYS propose un lien avec Twinfield par l'intermédiaire de notre partenaire Solid Online. Comment pouvez-vous utiliser ce lien ? En tant que prestataire de services de détachement ou agence d'intérim, vous pouvez utiliser OTYS pour faire remplir facilement des feuilles de temps. Ces feuilles de temps sont automatiquement transmises à Twinfield, où elles sont immédiatement transformées en facture. Ce processus élimine les opérations manuelles, évite les erreurs et vous fait gagner énormément de temps !

À propos de Twinfield

Twinfield International, qui fait partie de Wolters Kluwer Tax & Accounting, propose un logiciel de comptabilité complet et convivial. Avec Twinfield, vous disposez toujours d'un aperçu actualisé de vos données financières. Grâce à l'interface claire, vous pouvez faire plus avec moins de clics.

Vous vous demandez comment le lien entre OTYS et Twinfield peut aider votre organisation ? Ou souhaitez-vous plus de détails techniques ? N'hésitez pas à nous contacter. Nous nous ferons un plaisir de vous montrer toutes les possibilités !

Presentation CV en ligne

Présentez vos candidats à vos clients dans un format cohérent à chaque fois.

Automatisation

Dans la présentation, il y a des boutons à presser qui sont automatisés.

Masquer les détails

Affichez uniquement les données que vous souhaitez montrer au client et incluez une brève description.

Accélérez votre processus

Ayez un lien prêt à partager avec les contacts de votre client en moins de 2 minutes.

Partage de CV sans effort

Que vous choisissiez de présenter des CV avec tous les détails ou des versions anonymisées, le choix vous appartient. De plus, vous pouvez offrir aux clients la possibilité de télécharger des CV (anonymisés), le tout dans le cadre de votre expérience de marque unique.

Engagement client

Envoyez facilement des liens sécurisés par e-mail ou WhatsApp à des prospects et clients sélectionnés depuis OTYS CRM, rationalisez vos interactions et laissez une impression durable. Les clients peuvent exprimer leur intérêt directement depuis la page, et ces signaux vous sont rapidement transmis.

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Rankdata se compose d'une petite équipe dévouée d'enthousiastes spécialisés dans le développement de sites web (WordPress), d'applications et de logiciels.

Depuis quelques années, Rankdata le fait avec grand plaisir exclusivement pour l'industrie du marché du travail. Ils sont impatients de collaborer avec les besoins spécifiques des entrepreneurs de ce secteur. Chez Rankdata, ils comprennent mieux que quiconque qu'un site web est d'une importance immense dans la médiation du marché du travail.

Vous souhaitez impliquer vos candidats, les enthousiasmer pour les offres d'emploi disponibles et les encourager à s'inscrire. Souvent, diverses intégrations doivent être établies, comme avec OTYS. Rankdata est plus que disposé à connecter des sites web existants ou nouveaux avec le plugin WordPress OTYS. Rankdata prospère en créant des sites web ultra-rapides qui remplissent leurs objectifs. Ils s'efforcent d'appliquer autant d'automatisation que possible pour vous faire gagner, en tant qu'entrepreneur du marché du travail, un temps précieux.

Ils lancent toujours un projet par une série de questions ciblées. Par exemple, quel est l'objectif sous-jacent du site web et à quel public spécifique de candidats cherchent-ils à s'adresser ? Peu de temps après, ils produisent un concept design, qui sert de base à des efforts collaboratifs. Leur objectif est, bien sûr, d'atteindre la cible, et cela se fait grâce à une communication étroite et à des canaux efficaces.

Processus de Rankdata

Si vous êtes enthousiaste à l'idée de lancer un nouveau projet, les étapes chez Rankdata se déroulent comme suit:

  • Planifiez un appel téléphonique avec Ruben.
  • Ensemble, vous et Ruben évaluez les désirs et les possibilités.
  • Rankdata rédige un devis, que vous pouvez accepter en ligne.
  • Rankdata lance le projet et fournit un briefing clair.
  • Vous maintenez une communication directe avec votre responsable de compte et à travers un salon de discussion établi.

DataMigrator est un expert mondial de la migration des données de recrutement et des données RH. Avec plus de 1000 projets de migration de données réussis à notre actif, nous avons migré des données de plus de 110 systèmes différents dans le monde entier au cours des 15 dernières années. Nous comprenons les structures de données diverses et complexes de nombreux systèmes de recrutement et savons comment les transférer en toute transparence dans OTYS.

L'un des aspects les plus complexes du changement de système de recrutement est la migration des données. OTYS collabore étroitement avec l'équipe de DataMigrator et le client qui passe à OTYS, afin de garantir un processus de migration des données sûr et efficace. En outre, nous proposons le nettoyage des données dans le cadre du processus de migration des données. Quel que soit votre système actuel, notre partenariat avec OTYS garantit une transition en douceur vers votre nouveau système.

OTYS on the Go!

OTYS on the Go! est votre partenaire mobile de recrutement pour Android et iOS, offrant praticité et flexibilité grâce à l'accès à l'App Store et au Play Store.

OTYS on the Go!

Avec OTYS on the Go!, vous bénéficiez d'un accès en direct sans interruption à la base de données, améliorant la connectivité et vous permettant d'engager efficacement les parties prenantes à tout moment et en tout lieu.

Optimisez votre communication

Une fonctionnalité remarquable est l'intégration de Joboti WhatsApp Business, permettant une communication directe avec les candidats et les clients. De plus, OTYS on the Go! enregistre les conversations lorsqu'il est connecté à votre système VOIP, facilitant le suivi efficace de la communication au sein de la plateforme.

Solution tout-en-un

OTYS on the Go! est votre solution tout-en-un pour une gestion efficace du recrutement mobile, garantissant que vous ne manquiez jamais une opportunité dans le monde rapide de l'acquisition de talents.

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ATS software supports every stage of the recruitment process. It helps to achieve a faster, more efficient and often more effective process. In this blog we tell you more about successfully using an ATS in the recruitment process. To get a grip on the complete process, we have broken down the different recruitment phases.

ATS for sourcing candidates

Finding suitable candidates is one of a recruiter's most important tasks. By using an ATS for sourcing candidates, recruiters can find potential candidates faster and more efficiently to add them to their talent pool. It can also help organize and evaluate these candidates for recruitment in the future.

The system is integrated with various job sites, job boards and social media used by candidates. This allows recruiters to (re)post jobs online quickly and easily. When candidates apply, their data is automatically processed in the ATS system.

Might also be interesting: OTYS Multiposter 

ATS for candidate management

When a candidate has responded to one of your jobs, a profile is automatically created. This profile contains all the information entered by the candidate. Any information supplied at a later stage of the process is also automatically incorporated into the profile. During the candidate's recruitment process, information and tags are added to the profile, clearly indicating the candidate's status and qualifications. Even if the candidates prove unsuitable now, they remain in the ATS database, so they can still be placed in the future. The (almost) automatic creation of this talent pool is invaluable to any recruiter. 

ATS for candidate selection

After the candidate's profile is created, the system automatically checks all information to determine if the candidate matches certain sets of requirements. The system can easily scan for manually specified skills by the recruiter such as experience, education, certifications.

Based on this information you can then determine whether the candidate may proceed to the screening phase. This example is one of the main reasons why an ATS system removes so much workload and makes recruitment so much more efficient.

Might also be interesting: OTYS Hunt & Select

ATS for managing hiring

Once the desired candidate is chosen, the ATS can easily initiate the next steps. For example, the system can immediately generate templates where the recruiter only needs to check the terms and conditions and press the send button. When the candidate accepts the proposal, this too is automatically processed in the candidate's file. 

ATS for onboarding

Once a candidate is hired, the ATS can be used to assign and track the progress of onboarding activities. This can apply to company-wide onboarding or role-specific onboarding activities. Specific tasks and deadlines can be tracked within the ATS to ensure the new employee stays on track.

Studies show that candidates who receive proper onboarding are 69% more likely to stay with a company for three years or more. The ATS supports management of administrative operations. 

ATS for optimizing processes

Most ATS offer reporting capabilities that allows recruiters to identify bottlenecks and inefficiencies in their process and workflow. This way you are always shown where there is room for improvement. ATS give recruiters access to a wealth of data to drive (and improve) their hiring decisions and processes.

Might also be interesting: The top three BI Tools to better manage your business

Today more and more companies are using Artificial Intelligence (AI) during the recruitment process. While AI offers many benefits, applicants may as a result also find themselves in an anonymous process. This can lead to a lack of engagement and decrease of interest in the job posting. Therefore it is crucial to maintain the personal aspect of the recruitment process, even when AI is used. In this blog we will discuss 5 ways to keep the recruitment process feeling personal, even when using AI.

Keep the communication personal

Make sure e-mails, messages and other forms of communication to candidates feel personal and you do not use standard templates. For example, use personalized communication by using the applicant's name in e-mails or by referring to specific details from their application. AI can also be an extremely useful supporting tool for adding those details in the communication. In addition, offering a personal interview with a recruiter or HR manager can help increase applicant engagement.

Combine human and bot

Another way to keep the process personal is to combine the use of AI with human evaluation and feedback. You can for example let AI technology do the initial screening, but integrate human evaluation into the recruitment process, by having recruiters themselves then evaluate candidates based on their personal experiences and soft skills. Something humans often do better if not differently than AI.

Make smart use of video interviews

AI can be used to conduct automated interviews with candidates, such as through video interviews. Speech and facial recognition technology can be used to analyze and assess candidate responses. But make sure the candidate feels comfortable and add personal touch points, such as a welcome message or a personal introduction to the company.

Utilize smart chatbots

Chatbots can be used to greet candidates and answer questions during the recruitment process. By using chatbots, candidates can feel more personally treated and the process can still be largely automated this way.

You may also find this interesting: Smart writing for Recruitment Chatbots is done like this 

Let candidates know that they are important

Send candidates regular updates on the recruitment process and the status of their application. Make sure candidates know that their applications are taken seriously and that they are valued as potential employees. This can be automated with the right software (such as OTYS) to further reduce the time it takes to keep candidates updated. Take, for example, the track-and-trace page for candidates developed by OTYS and Joboti for Strictly People.

In short…

The use of AI can improve efficiency, reduce recruiters' workload and improve candidate quality. However, it is important to remember that AI is not the only solution. It is important to have a balanced approach that combines AI with human interaction and evaluation to achieve the best results with candidates.

By using AI combined with OTYS Recruiting Technology, recruiters can make their recruitment process more efficient while also maintaining the human side of the process. Contact us to discuss the possibilities or send an email directly to customersales@otys.nl.

In today's tense job market, simply posting a vacancy on Facebook is seldom enough. Attracting new staff depends on a successful employer branding strategy. Perhaps the most visible part of this? Your vacancy website.

Is your corporate recruitment site attractive (and clear) enough to convince a candidate to apply for a job with you? Does it sufficiently display your organization's identity? Or is it just a listing place for your vacancies? A good vacancy website contributes to strengthening your employer brand. Therefore I have tried to figure out what exactly makes a good employment website.

Texts that actually have something to say

Although today's candidate is more visually oriented than before, you (of course) cannot escape having texts on your website. How else are you supposed to get your message across? But, texts can be more than a boring enumeration of soft and hard skills you are looking for in an employee. Good texts contribute positively to radiating your corporate culture and propagating the core values you stand for.

Possible the leader in this field? Coolblue. With their mission "anything for a smile" they have been conquering the e-commerce market since 1999, but also secretly my heart when it comes to labor market communication. Like their mission, the texts on the website do everything to put a smile on the faces of the reader. They achieve this very effectively with phrases like “Code museum. Bits and pieces.” or "Get your black belt in pleasing candidates."

Keep in mind that humor on a vacancy website can be either a smash hit or a complete miss. Awareness of the kind of organization that you are and the kind of employee that goes with it is key. So humor is not a requirement for a strong (corporate) story. The Dutch De Belastingdienst (Tax and Customs administration of the Netherlands) demonstrates this nicely on their vacancy website. Less informal than Coolblue, but full of to the point text that immediately makes it clear to you what kind of organization you are dealing with, without it ever feeling boring or stuffy.

An organization with personality

If you've ever googled "tips for a good vacancy website", you're bound to have come across the following advice: make it personal. But how do you make a vacancy website personal? One way is to give your employees a platform to keep your story as personal and authentic as possible. Show what the colleagues within your organization really look like. Coolblue for instance shows employees through photos and their shared company outings.

One company whose entire recruitment site strategy is built around the people behind the organization, and which in my opinion does a fantastic job, is Deloitte. On the homepage, they put their people at the center and you are immediately triggered to read the personal stories of the employees. The portraits of these employees really take center stage. In an article by Werf-en, Sjoerd Kuipers of Stuurlui writes "be diverse" as one of the 10 commandments for corporate recruitment websites, but disingenuous diversity is something a candidate can spot from a mile away. It’s better to actually show who really works for you.

Deloitte is not the only successful worksite focused on showcasing your potentially future colleagues. A.S.R. also approaches their vacancy website from this strategy. On their website you can scroll through employee testimonials and stories as if you were looking for a job post, that's how many there are. This really gives you as a job seeker a good idea of the kind of workplace you will end up in. The people at A.S.R. are really their focal point, and this becomes quite clear when you see all their communication.

But, it can also be a little more low-key. At a company like vanHaren you won't see a photo on their vacancy site without an employee on it, and they (clearly) also put their employees in the foreground. They really want to show and convey what kind of people work at vanHaren. Not only in the stores, but also at headquarters and within logistics.

Pictures say more than a thousand words

With good friends you usually need but half a word. With good vacancy websites, the same is also true. And, some companies lend themselves perfectly for a visual rather than a primarily textual story. The Department of Defense undertands that all too well. The hero banner, this is the first image and typically the eye-catcher of a  recruitment website, shows us a visual story that immediately triggers a feeling. It conjures up an emotion, it makes you want to be part of that story.

Organizations like the Department of Defense are great for building a and sometimes also building upon an existing image. The Dutch Police force, for example, also achieves this quite successfully with a video reel in their hero banner. But De Belastingdienst, with a significantly stuffier image as an organization, also perfectly knows how to use video to set an atmosphere and convey a feeling. Take a moment to click through their expertise pages and you can’t deny also being a little bit impressed by the story, right?

On the other hand, developing video's (or having them developed) is not a cheap job. But even with stills you can effectively portray a company's image, as KLM proves on their website. Picnic in turn does this by deploying region-specific recruitment pages, such as one at Utrecht. Perhaps as a Utrechtian myself I am somewhat biased, but I think the personal touch works well.

Design does not undercut usability

You may dress up the website and the employer very nicely, however if a website does not adhere to the minimum conditions of a good vacancy website, the site will never work for them. So, you will have to think about the image, about your employer branding strategy, about your personality as an organization, but you will also have to ask yourself the following questions: as a candidate, am I able to apply easily? Do I have the possibility to set up a job alert? Are there filters for the open jobs to make searching easier? Is there a clear menu navigation?

In other words, did you adhere to the best practices for a vacancy website. Lastly, as well-scoring website, we will take NS as an example for the following "best practices" checklist.

  • Logo can be found at the top left and is visible on each individual page.
  • There is a clear navigation of the website.
  • The corporate identity of the vacancy website is in line with the corporate identity of the organization. Preferably with recurring recognizable style elements.
  • There is a search bar on the homepage that makes it easy to search for jobs. A positive aspect of NS is that this is designed like the route planner on their regular website.
  • Good use is made of (moving) images.  
  • A Job Alert is present. Extra pluspoints for showcasing the job alert on the homepage and throughout several points in the customer journey.
  • The extensive employee content.
  • There is a (visual) representation of what the application process will look like.

A vacancy site that works

But in the end, what do all these examples have in common? What makes a good vacancy website? The fact that they all tell a clear and unambiguous story. The personality of the organization shines through in both text and image.

In addition, it then helps if it also has a unique identity. You'll get even more points if the website is also user-friendly and easy to navigate.

Have you already evaluated your website, maybe compared it to the checklist above and aren’t you scoring to good? Are you and your organization running into employer branding issue, or don’t you have any idea where to start? Please don't hesitate to contact us. We have spent years specializing in recruitment websites that work. We also have several professional and knowledgeable partners, with whom we connect, who would love to be your sparring partner.

Just to name a few OTYS partners: Stuurlui, Rankdata, GetNoticed or Booston. Ready for a new step? Take a look at all our web solutions. 

What came first? The shortage of staff or the shortage of recruiters? With the labor market tightening, which has only worsened since the corona pandemic, the demand for recruiters has also consistently increased.

More work, less recruiters

Back in 2021, Indeed reported that the demand for staff-recruiters was up 90% from the previous year. In fact, the demand for recruiters was as much as 42% higher than before the pandemic. A trend LinkedIn further confirmed in their report. In 2021, there were 6.8 times more recruiter jobs posted on the business social media platform. And, although this trend line seems to be slowing down somewhat in 2023, the demand for recruiters still seems to be higher than in other industries. This is partly explained by the fact that the demand for sufficient and most preferably good staff is still (too) high.

The flexible employment agent

Fortunately, technological developments are such that we are massively automating and robotizing to cope with these shortages. The shortage of labor migrants has, for example, lead to the use of robots for picking tomatoes in more and more places. In the transport sector, you see that manual order picking is disappearing at an accelerated rate, according to Han Mesters of ABN AMRO.

Employment agencies will also have to be flexible and adapt to the (now not so) new situation. This means not only offering other forms of contracts, but also making smart use of their own resources. For example, using smart tools to fill in the gaps can already help you avoid losing any potential new employees and make the most out of all opportunities.

Everything automated from the start

By looking at what areas of the recruitment process can be automated, a company can easily save a lot of time. Then don't just examine the back end of your process, such as putting candidates through to your possible compensation package, but start the optimization process at the beginning. As a recruiter, you can spend a lot of time scouring various channels when you want to be doing what you're really good at: contacting candidates.

Parties such as TheRecruitBoosters, NIXZ and Dora can help with this. They specialize in the first contact with (latent) job seekers. They search for candidates online and can even start the first contact with a candidate. The only things you have to handle yourself are the campaigns.

Better chance for job placements

With an integrated hunt & select functionality, you make the most of your candidates with the least amount of effort. For example, OTYS has special match functionalities built in, allowing you to create shortlists within a few clicks and easily link candidates to jobs. Missing contact information? That’s not an issue with a tool like precontacttool, which easily retrieves phone numbers and e-mail addresses online.

Partners like TheMatchBox can further help cast your net even wider. Their search engine makes sure you spend even less time searching. An example of a real time-saving solution: in NIXZ's plugin (SimpleRecruiter), theMatchBox can immediately show you how this candidate matches with vacancies in the ATS system. That’s before adding them to the OTYS system with the push of a button.

From crawling to standing with a good ATS

The entire recruitment process falls and stands with a good ATS. If you're still working with an Excel or outdated software, you can have so many tools at your disposal: it won't work for you. 
An ATS like OTYS already contains a lot of functionalities to make a large part of your process easy. OTYS also connects to all the parties mentioned above and more, so you can always keep working efficiently and effectively. Operate all the different activities which you can operate from one central location. You start a search on LinkedIn from OTYS, introduce a candidate within the procedure module, vacancies are loaded via a widget within OTYS and you complete the contact details with the push of a button.

Want to know what OTYS can do for you? Feel free to contact us. We are happy to discuss the possibilities for your organization.