Structuring Recruitment in Trust and Accounting Firms: The Billy Case
Discover how Billy structured its recruitment in trust and accounting by using a career site, multichannel distribution, and a centralised tool.
The Starting Point
Billy is a technology company that digitalises accounting. Like many businesses operating in the accounting and trust sectors, it needed to recruit qualified profiles in a demanding market.
The sought-after profiles are specific, competent, and often already in demand. Recruitment therefore had to be fast, clear, and efficient to support the company's growth.
Before Jobloom, the process was manual and fragmented. Applications arrived through various channels, sorting took time, and follow-up lacked structure.
The need was to transform an operational but sub-optimised recruitment into a centralised, faster, and easier-to-manage process.
Why is a specific solution needed for recruiting in trust and accounting firms?
Recruitment in accounting professions presents several challenges.
- Qualified profiles are sought after and often scarce.
- Candidates value role clarity, organisation, and work environment.
- Manual sorting of applications can slow down teams.
- Dispersed applications make follow-up difficult.
- A slow process can lead to losing good profiles.
In this sector, responsiveness and the quality of the candidate experience are essential.
How Jobloom addresses these challenges
A career site to attract and convert
Jobloom enabled Billy to create a clear and professional career site. This site showcases the company, its opportunities, and the work environment.
It gives candidates a single entry point to understand available positions and apply easily.
Multichannel distribution of offers
Offers are automatically distributed across multiple platforms. Billy gains visibility without having to manually publish each advertisement.
This approach allows reaching more potential candidates and strengthening direct acquisition.
Centralised applications
All applications are grouped into a single tool. Teams can track profiles, organise decisions, and avoid loss of information.
Recruitment becomes clearer, faster, and more structured.
Reduced administrative work
By automating part of the process and centralising information, teams save time on repetitive tasks.
They can focus on evaluating the right candidates.
Key features for recruiting in trust and accounting firms
- A clear career site to present the company and its opportunities.
- Automatic distribution of offers to increase visibility.
- Centralised applications to prevent loss of information.
- Structured follow-up to accelerate decisions.
- Reduced manual tasks related to candidate sorting and management.
Results obtained by Billy
- Recruitment is better structured.
- Application processing time decreases.
- The quality of candidate follow-up improves.
- Recruitment can be conducted more quickly.
Billy transitioned from manual and fragmented recruitment to a centralised, clear, and more efficient system.
FAQ
How to recruit accounting or trust profiles?
How to recruit accounting or trust profiles?
Opportunities must be clearly presented, job offer visibility improved, and applications processed quickly.
Why structure recruitment in a trust firm?
Why structure recruitment in a trust firm?
Because good profiles are often in demand and can be lost if the process is too slow.
How to reduce manual sorting of applications?
How to reduce manual sorting of applications?
By centralising applications in a single tool and structuring the recruitment stages.
Is a career site useful for recruiting accounting profiles?
Is a career site useful for recruiting accounting profiles?
Yes, because it helps to showcase the company, its missions, and the work environment.
