For the second year in a row, we bring you our palmares of the digital recruitment 2017!! 

After long weeks of research and comparisons, and sometimes difficult choices, our editorial staff has established a selection of the most innovative French technology companies in several fields of digital recruitment. 

Candidate Experience Award

Do you remember your first job searches?

There was a time, not so long ago, when there was a very specific path to landing a job: consult endless lists of offers, send a resume and cover letter, wait, get shortlisted by phone, wait, go through one or more interviews, wait, wait...and maybe get a positive response.

And if not, don't expect anything else from the ex-future employer.

Bref, we expected a lot!

Today, it's possible to find a job opening, apply for it, showcase your skills, and get hired in an incredibly short amount of time!

How? Thanks (among other things) to hundreds of technology companies that have shattered the traditional recruitment model.

From now on, everything is done to ensure that the candidate-experience is the best possible. 

As the number one agency for Inbound Recruiting in France, that is, the most effective method for promoting the employer brand and fostering the candidate experience, The Super Agency is pleased to offer its list of French companies that have brought innovation to this highly competitive sector.

Divided into 9 categories, they reflect the French dynamism in digital solutions to help companies in the famous "war for talent."

Recruitment video

Video as a candidate screening tool is becoming more common in a large number of companies, which are gradually moving away from telephone interviews.

Easyrecrue: SaaS Easyrecrue offers live or deferred video interviewing and offers easySPEAKing language tests that test listening and speaking skills. The company grew by more than 200% in 2016, with 30% of its revenue coming from international markets. 

Visiotalent: by positioning itself on international recruitment, Visotalent responds to the growing needs in this field (BlaBlaCar is one of its clients). The tool is available in 8 languages and the interview can be deferred, thus avoiding the problems of time difference. 

Seeqle: Seeqle is in our list for the second year in a row. The company has expanded its offering in a few months and now offers personality analysis in addition to the multimedia resume and interactive portfolio.  

PitchMyJob: By mixing video interview and cover letter, the "Spitch" application proposed by PitchMyJob aims to be nothing less than the Snapchat of recruitment! A bet that can pay off with the "digital native" generation, which has totally integrated this mode of exchange. 

Affinity recruitment

Affinity recruitment is a new way of conceiving recruitment by relying on the know-how of the candidate and not only on the know-how of the candidate. Personality tests are set up to define the emotional intelligence of each person.  

Monkey Tie: appearing in our list for the second time, the startup is booming, with the signing of a partnership with the Ministry of Labor, international development and a third round of financing underway. The "meetic of recruitment" sees the future in a big way.

Goshaba: this solution saves time by processing large volumes of applications. Profiles are thus selected based on ultra-precise skills and their soft skills. Goshaba has been recognized with several awards, including the Worldwide Innovation Challenge.

Talent Place: to enhance an individual's potential, Talent Place offers a personality test so that the choice is no longer made solely on experience and diplomas. After answering the test questions, the candidate is offered suitable job offers.        

Scoringline: here is a tool for managing and automatically sorting profiles set up at the time of application. Indeed, the candidate who answers an ad on a job-board is invited to fill in a series of pre-selection questions online. The test allows to check the operational skills of the individual and measure his affinity to a position. 

Big Data

Data analysis applied to recruitment has proven its worth. It allows to filter a large number of criteria to identify the ideal profile for each position taking into account the culture fit. 

Assessfirst: a leader in predictive recruiting, Assessfirst appears in our top ten for the second year. The startup can boast excellent results from its tool: a 20% increase in the performance of new hires, a 30% decrease in recruiting time and an overall decrease in recruiting costs of 20%

Clustree: using Big Data, this SaaS tool seeks to encourage internal promotion by revealing employees' hidden potential. Clustree can analyze thousands of career paths to optimize reconversions within a company. 

Social platforms

The modern digital world is social. Recruiting is no exception to this rule and is being equipped with powerful tools to improve the candidate experience.

PathMotion: selected for our ranking for the second time, Pathmotion is the must-have conversational platform for recruiters. This remarkably simple solution highlights the talents of employees who become employer brand ambassadors to candidates. 

Work4: Work4 offers recruiters the ability to reach (passive) candidates on Facebook. The ads appear on the news feed of specifically targeted profiles in a given geographical area. This tool is very effective for massive recruitment.

Yupeek: this professional social network for students gives them access to internship or first job offers. The company has more than 500,000 registered students for 3,000 companies that regularly publish ads. 

Wizbii: the service platform for 18-30 year olds looking for a job or starting a business offers language courses, banking services in addition to job and internship offers. Free for young people, the service attracts more than 10,000 companies, medium and large.  

Matching

For the past few years, dating sites have been strongly inspiring the recruitment field. A candidate and a recruiter are looking for some form of idyll, these companies help them there:

Welcome to the jungle:  the platform simply offers to reenchant the tedious task, all in all, that is job hunting. It's no longer a matter of scanning ads but of discovering company profiles through photos of the premises or videos of employee testimonials.    

Choose your boss: in a dating site mode, choose your boss puts IT engineers and companies in touch with each other, preserving the anonymity of the candidates. The identity of the candidates is only revealed to the recruiters with their agreement. There is also a barometer of salaries in IT.

.

Ignition Program: the startup adventure is the stuff of dreams for many young graduates. But how do you find your way around these companies that all promise disruption? The Ignition Program brings together top talent and high-potential startups. To do so, the selected candidates take up an entrepreneurial challenge. 

Whire: winner of the Pôle Emploi open innovation challenge in 2015, the solution facilitates the job search by taking into account the natural behavior of the Internet user when faced with a job offer. Thus, the know-how and motivations are integrated along the way to find the ideal job.  

Participatory recruitment 

Beyond co-opting, participatory recruiting extends the search for ideal profiles into the social sphere. Being a headhunter has never been easier (or more profitable).

KeyCoopt: This innovative and pragmatic SaaS platform, targets companies and organizations that want to introduce recruitment by internal cooptation. It encourages everyone to make their network work to recommend their entourage to posted executive positions. Each successful cooptation allows to pocket the coquettish sum of 1000€. 

Woozjob: offering a recruitment bonus to each hired candidate is Woozjob's original approach (up to 25% to 35% of the monthly gross salary). By sponsoring their friends, registrants can also collect 200€ if their godchildren find a job. 

Flatcher :  this startup offers an all-in-one recruiting tool for startups, where all employees of a company can follow the hiring process of future employees. So with Flatcher, it's possible to participate in the recruitment of your next colleague!

My Job Company: if you're interested in becoming a headhunter, My Job Company helps you post jobs on your own network. You become a headhunter by simply sharing ads on social networks. The recruitment bonus is about 1000€. 

Programmatic Recruitment

"Programmatic recruitment consists of transposing the codes of traditional online advertising to the job market. In concrete terms, with this system that has been around for about two years, a company or recruitment firm uses advertising space on the web and sophisticated tracking tools to send the right offer to the right person," (Laurianne Fargeix, marketing manager at Michael Page France).

Tradelab: To facilitate mass recruitment, Tradelab has developed a banner ad auction system, similar to Criteo. Taking into account the habits of Internet users, it allows to present them with relevant offers during their navigation. 

Golden bees:  to target passive candidates, Goden bees relies on centralized media buying. Thus the platform can effectively reach a large number of talents via all kinds of media. The advertising solution appears in our list for the second time. 

Apps 

In 2017, over half of all web traffic is on mobile. So it makes sense that in our 2017 digital recruiting top ten, apps feature prominently!"

Job Minute: specializing in the restaurant industry, Job Minute connects hospitality professionals and candidates in real time. Seeking to respond to the difficulties of high turnover and seasonality of the sector, the application allows to fluidify hiring.  

Kudoz: Positioning itself as the "Tinder of recruiting", Kudoz has quickly become the go-to app for resume-free hiring! The candidate connects via his or her LinkedIn account, answers a few questions and has instant access to the job offers that match him or her. For their part, recruiters consult the profiles and "like" the ones they like. If there is a "match" (a correspondence), then a discussion begins. Simple but brilliant!

Vit on job: recipient of the SFR innovation label, the application dedicated to temporary work covers the entire recruitment process. From matchmaking, to payroll, to administrative formalities, the solution accelerates hiring, for non-managerial jobs in tension, and in all fields.  

Cornerjob: to address the lack of application follow-up that candidates often complain about, Cornerjob promises a response within 24 hours. To do this, the recruitment process is simplified: registration is done in one minute, apply in one click and ads do not exceed 140 characters. 

Recruiting by challenge

Testing candidates to better assess their skills is an effective and differentiating way for recruiters to find the talent they need. 

Coxibiz: goodbye resumes and cover letters: Coxibiz puts candidates in situations with tailored challenges. Recruiters save time in their recruitment process and avoid casting errors and give a chance to more atypical profiles

Agorize: the startup sets up challenges for students and web designer candidates on behalf of large companies. These Open Innovation challenges open to all, allow to win prizes and to be noticed by recruiters. 

If you want to know more about new Inbound marketing methods applied to recruitment, feel free to download our free ebook. 

Are there any other tech companies you know of that should be in our 2017 rankings?

Don't hesitate to tell us in the comments!