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Online proctoring is often met with a lot of skepticism—both from the candidate and the organization at large. HR managers struggle with valid online proctoring privacy concerns related to online skills assessments such as:
Organizations, currently, have various priorities: identifying and developing critical skills for organizational growth, closing the skills gap, maintaining an organization-wide skills bar, and more. And to address them, recruitment plays a key role.
The sales sector is undergoing a vast transformation, more so with the shift to remote working culture limiting the ability of sales representatives to meet clients in person. Thus, it is becoming increasingly essential for sales representatives to possess the ability to foster relationships with clients, despite the lack of face-to-face meetings.
On an average, top candidates stay in the market for mere 10 days. Which is why, it is vital to keep you candidates engaged during the entire recruitment process. Candidate engagement is not a small feat, recruiters and talent professionals have to continually engage – with various methods of communication – to keep candidates looped and interested. And that’s where candidate engagement tools come into play.
Concerned about maintaining the integrity of candidates during online recruitment assessments?
Recruiters often have to grapple with numerous issues during the recruiting process:
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Are you battling a chronic shortage of talent in your organization?
While considering a software developer for hire, what soft skills do you prioritize in addition to job-specific skills?
Are you still accepting resumes submitted in hard copy when hiring for specialized positions? No way, right?
A 'good' recruitment process is one that helps you hire effectively.
