Take into account the geolocation of the candidates

It all depends on the nature of the skill sought by the recruiting company! If the latter is penurious, then restricting yourself to a limited geographic area will only make it more difficult for the recruiter. For example, a company looking for talent for particularly rare positions (such as tech) would be well advised to offer more flexibility to its talent (with partial or even full remote working) – so as to broaden its search.

On the other hand, local recruitment is perfectly suited to one-off hires that can be filled easily. Its goal: to geographically target candidates to improve their recruitment experience (and their work experience!)

Why recruit talent locally, at a time when telecommuting has never been more popular? According to INSEE, one in five employees teleworked every week in 2021. This is a legitimate question.

The reason is simple: the geolocation of a company remains a criterion of choice for candidates today. In fact, according to a Meteojob x Clever Connect study, the top three criteria for selecting a candidate’s job offer are (in order of importance):

• the location
  the content of the missions
  the salary

It is either taken directly from the CV (via the CV parsing that Jobaffinity is capable of), or from the response form filled in by the candidate.

You can also update this information if the applicant states that they will be moving soon.

If you are recruiting for the same position in different cities, geolocation recruiting will be even more useful. Indeed, with the multicasting of ads allowed by your ATS, you will be able to publish a job offer in each city/geographical region where you are recruiting! With the same ad, you can choose several geographical zones of publication. Afterwards, each application will be handled locally by the recruitment managers. Simple, effective and guaranteed zero waste of time!