Known brand, an interesting job description, skilled recruiters, and a…
As a human resources professional, you might be receiving various applications for a job opening at your company.
Each corporate job posting attracts approximately 250 resumes. Out of these, four to six candidates are called for interviews, and only one will be hired.
Gone are the days when recruitment included only posting job openings and waiting for your dream candidate to apply. Hiring the best possible candidates to perfectly suit the needs of your company is an overwhelming job. Despite the proliferation of digital recruitment software, finding qualified candidates is still a challenge in the 21st century.
In today’s technological era, companies are competing hard to recruit top talent. Gone are the days when traditional recruitment strategies helped companies find said top talent.
Recruiters have to toil hard to find suitable candidates for a job position. They have to go through applicant resumes, interview results, and much more for selecting the right talent.
Move over to in-person interviews, as virtual interviews are gradually changing the way recruiters approach hiring. A virtual interview is much like an in-person interview, except that it happens remotely. In a virtual interview, the interviewer and the candidate meet over a video conference call or platform and exchange their views.
A recent report suggests that over 60% of HR managers have confessed using virtual and video interviews during the hiring process. Virtual interviews save the precious time of recruiters and candidates alike.
Today’s competitive recruiting market has made it essential for the talent acquisition industry to improve the efficiency of their internal processes while measuring success simultaneously. The recruitment efficiency can vary from organization to organization based on talent acquisition KPIs.
These recruiting metrics or KPIs are essentially the measurements used to track the success of hiring and optimize the process of hiring candidates for an organization. These metrics, coupled with advanced tech solutions such as recruitment software, can help you efficiently evaluate your recruiting process and know whether you are hiring the right people.
Applying regularly for jobs every day but are not receiving interview calls? Is there something wrong from your end or from the employer’s end? Well it’s all because of the ATS, perhaps!
A few days back, I spotted a trending conversation on LinkedIn about how candidates are getting rejected by the applicant tracking software based on some algorithms or rules.
Now that reminded me of conversations that we at Talentpool often have with our prospects. Many organizations ask us for features that will block irrelevant candidates.
Having had worked with recruiters, we understand that relevance can be defined in more ways than one and it is dependent on the nature of the position that you are working on.
Having met many promising companies in the SMB segment who want to streamline recruitment, we have observed a pattern in how they seem to take their buying decision.
There is no denying the fact that more and more SMBs are becoming increasingly aware about the need for a system to manage recruitment. Whether it is services or product, organizations want to take an informed decision when getting an employee onboard. This is only possible when the entire focus of the team is on getting the right candidates in the funnel.
In this competitive market, talent and resources can be a game-changer for any organization. You cannot afford to lose the best talent to some other company or your competitors due to a lag or recruitment delay at your end. Human resource team and top management should therefore prioritize the recruitment process and weed out all the reasons that are causing delays in the process.
Recruitment delays can be caused due to a number of reasons. Since the implications of delays can cost a lot to the company; it is best to take stock of the recruitment process regularly to root cause of delays in the recruitment process.