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Recruter sans outils digitaux, c’est un peu comme pêcher sans filet : on finit par passer à côté des meilleurs profils.

Aujourd’hui, les candidats veulent postuler aussi facilement qu’ils commandent sur Amazon — et si ce n’est pas le cas, ils passent à l’offre suivante.Voici les 10 erreurs les plus fréquentes que font encore (trop) de PME… et comment les éviter.1. Un site carrière figéUne simple liste d’offres ou des PDF à télécharger → taux de conversion quasi nul (0 à 2 %).2. Pas de mobile firstAlors que plus de 90 % des candidatures se font sur smartphone.3. Des formulaires à rallongeLettres de motivation obligatoires, 20 champs à remplir, étapes multiples… les candidats fuient.4. Aucune marque employeurPas de contenu qui donne envie de rejoindre votre boîte plutôt qu’une autre.5. Des process éclatésCandidatures par mail, suivi dans Excel, CV dans Dropbox → perte de temps et d’efficacité.6. Pas de base de données centraliséeOn oublie les bons candidats, on recontacte les mêmes profils, on perd la mémoire collective.7. Pas de visibilité multicanalLes offres ne sont publiées que sur LinkedIn ou Indeed → portée limitée.8. Zéro automatisationLes recruteurs passent des heures à trier ou envoyer des refus manuellement.9. Manque de feedback candidatAucune réponse claire ou rapide → image employeur abîmée.10. Recrutement perçu comme administratifAlors qu’avec les bons outils, on peut redonner du temps à l’humain, à l’échange, à la rencontre.La bonne nouvelle ? Tout ça se corrige facilement.Avec Jobloom, les PME peuvent digitaliser leur recrutement sans perdre leur authenticité — et sans se ruiner.Vous avez envie de voir comment ça marche ?

Look for candidates where they are

Discover the article by Amélie Alleman, founder of Betuned, in La Libre Belgique.Betuned offers a comprehensive solution to make recruitment more efficient.How can an organization that is hiring effectively address the profiles it is searching for? Where can a candidate find job postings that truly interest them? “It often takes between three and ten clicks to find a job offer on the internet, and generally, the experience is not very appealing. Candidates no longer really know where to look. And those who are 30-35 years old don’t even know the recruitment sites anymore,” observes Amélie Alleman, founder of Betuned, whose goal is to “authentically and innovatively connect candidates and employers.” “We want to position ourselves differently in a recruitment market that remains quite traditional,” assures this entrepreneur from Sambreville.With a degree in communications, Amélie Alleman initially worked as an assistant manager in a fast-food restaurant, before completely changing her career path and joining an IT recruitment company. In 2009, she founded her own consultancy and IT recruitment firm (which has since been sold) and then a second one in the same field. Eager to reinvent the recruitment offering, she launched Betuned at the end of 2019.Behind the scenesInitially, she offers videos of companies that are hiring to show candidates the DNA of the company and what goes on behind the scenes. "We go into the company and we interview the manager and colleagues with whom the future candidate will work. It's interesting for them because they speak the same language. It also allows them to directly see their future colleagues. There's a very psychological aspect: 'Do I want to work with these people or not?'", explains Amélie Alleman. The video also allows the company to stand out. "To be able to recruit, you have to differentiate yourself. It's important to create an employer brand." Betuned also provides consultancy in this area.The formula quickly became popular. Six months later, the startup already employed six people and had about twenty clients. As it expanded, Betuned added a second service to its offering: the creation of digital marketing campaigns to find the best profiles on social networks. The idea is to reach out to candidates where they are with the right media (video, in this case) and on the right channel. “For example, if we're looking for an electrician, a welder, or a junior sales profile, we'll favor TikTok, Facebook, or Instagram. If we're recruiting a senior profile in finance, we'll go on LinkedIn. We pay for the media so that the right people see the video that's intended for them.Digital marketing allows targeting talents,” explains Amélie Alleman, who can search for all types of profiles “because we go to find the candidates where they are.”Recruitment website creationThe next step is to convert these profiles into potential candidates for the company. To do this, Betuned launched a new service just a month ago: the creation of career sites for companies. “We discussed it with ten clients, out of the seventy we have, and six have already signed up,” explains Amélie Alleman. “We make the recruiters' job easier by scanning CVs with artificial intelligence. Among the received applications, the list of the best profiles is directly available.”Betuned now offers a comprehensive solution for recruitment. Clients can choose these three services or take each one separately.The startup currently employs fifteen people and is still hiring. “We have already doubled this year's total revenue compared to last year, with 1.4 million euros,” says Amélie Alleman, who has also joined the Boost program of the Réseau Entreprendre Bruxelles. She has just returned from a three-day workshop where she prepared the company's three-year growth plan. In terms of financing, Betuned received a 250,000 euro loan from finance.brussels and at the end of December, received support from two private investors who invested a total of 250,000 euros. “We are considering a larger fundraising round in about a year or a year and a half. To be confirmed.”Would you like to learn more about Betuned or a demo of our services? Do not hesitate to contact us to discuss it! amelie@betuned.be or +32474548989!

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Recruter sans outils digitaux, c’est un peu comme pêcher sans filet : on finit par passer à côté des meilleurs profils.

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Look for candidates where they are