The sudden impact of COVID has shaken the economic institutions all over the world. Many businesses had come to a standstill. However, as the dust begins to settle, we realize that this could be the new “normal”, businesses are thinking of ways to reinvent themselves – their offerings, value proposition and operating processes.
Of all business processes, the ones that are people and contact intensive, will have to go through major rehaul, one such process is recruitment.
(more…)We are human. We make mistakes and as a recruiter one is prone to exhibit interview bias. Most interview biases are involuntary- unconscious one might say. As an interviewer it is one’s duty to recruit a person who can get the job done and who fits the job description criteria perfectly. A recruiter’s judgement affects the life of hundreds of candidates and ultimately the growth trajectory of the company. If it comes laced with bias, an organization takes a huge hit on its culture.
(more…)Slow recruitment process is the topic of discussion in many corporate set-ups. The ones who are impacted the maximum, are the lean organizations who cannot afford bench strength.
Some easily discernible ways in which slow hiring process impacts an organization are loss of revenue and brand image. But there is more to it than what catches the eye.
In this blog we would discuss some damages that stay beneath the surface yet are compelling enough to act upon.
(more…)“Delivering Recruitment Software to Delight Recruiters”
Pune, January, 2020: We are happy to announce that Talentpool has been named as one of the “10 Most Promising Recruitment Tech Solution Providers of 2020” by CIO Review. The CIO Review editorial team, along with a renowned panel consisting of CEOs, CIOs and industry analysts, selected the most innovative and recognized companies from a pool of hundreds across India.
(more…)If recruiters had a magic wand in their hands, what parts of their jobs would they apply the magic on?
Perhaps sourcing, the initial screening, assessment and then providing predictive analytics which will help recruiters understand the patterns.
Artificial Intelligence is the magic wand!
AI and machine learning can drastically change the way recruitment works. In the coming few years, we do see AI and machine learning being leveraged to remove some of the following from the recruiters’ task list:
(more…)You already have a rock-solid recruiting team ready to build an outstanding workforce. You are consistently filling up positions at a reasonably okay cost and within a decent timeline.
While you are thinking, it could not get any better, inefficiencies are gnawing at your processes and making them weaker to weather the test of time. Take a step back, analyse and look for these discernible signs:
(more…)The financial year 2017 has almost come to an end. Before we plunge into the goals of next year, this is a good time to review the recruitment investments of the last year.
Here’s an infographic that you can use to decode the hype around the latest trends and design better hiring strategies for the next financial year.
From ensuring that recruiters give your hiring managers enough to create a healthy pipeline to figuring out if the interview panel is selected and ready for the upcoming interviews and then managing the candidate communication to reduce no-shows, a recruitment team and in turn, the recruitment head is always busy.
There is hardly ever enough time to pause and introspect and look beyond the sprint cycle of currently open positions.
But in the loop of rinse and repeat, are you becoming increasingly redundant?
Take a look at any survey or report – hiring top, quality candidates and retaining talent are some of the key priorities for business leaders across the globe.
While LinkedIn and online job portals have been quite an alternative to paper resumes, organizations are looking for more effective ways to automate the transactional.
Recruitment teams want to focus more on communicating with their candidates.
How are you evaluating the features that an applicant tracking software must have? How do you know which of the features are essential while considering which applicant tracking software to opt for?
One of the key aspects to consider are the roles who would extensively use the applicant tracking software.
And in most organizations, it is the recruiter!
