Matching in recruitment: the strategy for 2025

Recruiting is crucial for businesses that aim to attract and retain talent first-rate and for good reason, with the abundance of applications, selecting the rare pearl has become a challenge. This is where the matching method in recruitment comes in. The word “matching”, which means “correspondence” in French, is frequently used to refer to compatibility or agreement between two elements.

This practice, based on advanced algorithms, aligns the profiles of applicants according to the specific requirements of the company. As a result, it saves time and makes it possible to minimize expenses but also to increase the efficiency of recruitment processes, thus making the suitability of candidates a relevant criterion for recruiters.

However, this technique is constantly evolving, adapting to the changing dynamics of companies and the aspirations of candidates. In this article, we will explore the next trends that will shape recruitment matching for the year 2024 in France, how businesses can prepare for these new directions, and discuss the advantages as well as the constraints associated with this method.

1 - The evolution of matching in recruitment: towards increased personalization

In the context of recruitment, the matching process is certainly not new but has evolved considerably over the years. This evolution is the result of technological advances and the evolution of the expectations of candidates as well as companies. Let's take a look at how recruitment matching has adapted to current requirements and is preparing for future challenges.

1.1 - From AI to the service of matching

Artificial intelligence (AI) plays a fundamental role in recruitment matching. It offers a quick and accurate study of data, thanks to algorithms that learn and improve continuously.

AI is able to process a large quantity of applications, to filter key information (skills, experiences, qualifications, etc.) and to correlate them with the needs of the company. In addition, it identifies transferable skills or atypical profiles that are potentially suitable for the position.

1.2 - The growing role of soft skills in matching algorithms

Behavioral skills, or soft skills, are gaining in importance in the selection process. Businesses now value people who know how to adapt, communicate, collaborate, and solve problems. These skills, which are difficult to measure via a CV or during an interview, can nevertheless make the difference between candidates with similar technical skills.

Recruitment matching is therefore increasingly integrating soft skills into its algorithms, using psychometric tests, personality questionnaires and serious games. These tools assess the skills, motivations, values and character traits of candidates to find the perfect match with the culture and needs within the company.

If you want to know the soft skills corresponding to a job, consult our free competency framework tool.

1.3 - Affinity matching: beyond technical skills

Affinity matching goes beyond the simple match between technical skills and job requirements. It also seeks to assess the alignment between candidates and the company in terms of vision, values, management style and work environment. The objective of affinity matching is to forge a lasting and mutually satisfactory relationship between the two parties, by encouraging commitment, loyalty and productivity.

To achieve this goal, this method uses tools that examine company culture, candidate ambitions, and employee impressions, with the aim of finding the candidate who is not only suitable for the job but also for the entire organization.

2 - Technological innovations and impact on recruitment matching in 2024

The field of recruitment matching, which is constantly changing, benefits fully from technological progress, which makes it possible to provide increasingly effective and targeted solutions, meeting the expectations of companies and candidates. We will explore the innovations that will transform recruitment matching in 2024 and examine their influence on the selection process.

2.1 - New matching tools and platforms

The recruitment matching sector is constantly being enriched, with the introduction of new tools and platforms offering a range of varied and complementary services. For example, we are seeing the emergence of platforms dedicated to certain sectors, such as digital, health or industry, as well as platforms exploiting data from alternative sources such as professional social networks, portfolios or recommendations.

This diversity of tools makes it possible to obtain a more complete and up-to-date view of candidate profiles, thus facilitating their connection with job offers that really match their skills and aspirations.

2.2 - The integration of matching in SIRH and ATS

Recruitment matching is now integrated into the heart of a larger ecosystem, composed of human resources management information systems (HRIS) and recruitment assistance software (ATS). These systems, which cover all stages of recruitment from the publication of offers to the signing of the contract, including the management of applications and interviews, are now enriched by matching functionalities.

These last improve the recruitment process by making it more efficient, faster and more personalized, thanks to the facilitated pre-selection of candidates, the creation of talent pools, and better management of applications.

No need to do your research, regardless of your type of business, we have made a comparison of best ATS platforms in 2024.

2.3 - Big Data and Analytics: even finer matching predictions

The heart of matching in recruitment lies in the in-depth analysis of data from a variety of sources. Big Data, characterized by its Large volume, its variety, its speed of acquisition and its value, plays a major role here, offering access to more detailed, accurate and up-to-date information on candidates and employers. The use of Big Data allows the use of Analytics tools, capable of analyzing this data to identify knowledge, trends and targeted forecasts.

Thanks to predictive models, semantic analysis and neural networks, Analytics significantly increases the relevance and reliability of recruitment matches, thus creating a positive effect in terms of productivity and efficiency for recruiters, and also making it possible to assess the effectiveness of the process through various performance indicators, such as conversion, retention, and satisfaction rates. For more information, see our article on predictive recruitment.

3 - Preparing your company for recruitment matching in 2024

Recruitment matching is a real boon for companies wishing to optimize their hiring process and attract the candidates who best meet their requirements. However, to make the most of this method, it is crucial to be prepared for the changes it brings. Let's discover together how to set up the steps to follow.

3.1 - Training and awareness-raising of HR teams to new tools

Since recruitment matching is based on advanced technologies, a thorough understanding and constant updates are essential. It is therefore essential to train and help make HR teams aware of the most recent matching tools, by explaining in detail how they work, their advantages, their constraints, as well as the best practices for their use.

Technical and educational support, complemented by the collection of teams' feedback, is also essential. The aim of this approach is to overcome any reluctance, to encourage the adoption and to ensure the efficient and effective use of these technologies.

3.2 - Establishing a recruitment strategy centered on people and technology

Recruitment matching should be considered as a tool in the service of a more global recruitment strategy. It is important to precisely define the objectives, target audiences, distribution channels and performance indicators of this strategy, while taking into account the specificities of the company, the business sector and the candidates. Finding the right balance between human factors and technological innovation is essential.

On the human side, matching should be completed with other techniques such as interviews, psycho-technical tests, and professional simulations for a complete evaluation of candidates. Matching must be integrated into an overall strategy aimed not only at attracting, but also at selecting and retaining talent.

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Complete the matching of your candidates with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

3.3 - Create an optimized candidate experience through matching

The impact of matching in recruitment is not limited to companies; it also concerns candidates, the main actors in the recruitment process. It is therefore crucial to offer a candidate experience improved by matching, characterized by its speed, fluidity, transparency and personalized character.

Thanks to matching, the processing time for applications is reduced, the procedures for candidates are simplified, accurate information on the position and the company are provided and perfectly targeted job offers are offered. Thus, matching contributes to the value of the candidate, to strengthen his commitment and to convince him to invest in the company.

To remember

In the fast-paced world of recruitment, matching has become the key to finding the rare pearl, transforming a tedious task into a precise and engaging quest. With sophisticated algorithms, each profile is examined, each skill evaluated, to ensure the enrichment of the quality of recruitments. It's no longer just recruiting; it's establishing a solid and reliable bridge between talent and opportunity.

The transformative potential is huge, and it's available now. Don't let that chance pass you by. Verify, engage, and see for yourself how recruiting matching can redefine the way you manage human resources.