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According to HR Brew research, 61% of recruitment and HR technology leaders reported that their organization is currently utilizing one-way video technology. Using this feature, they ask candidates to submit a short video of themselves to the panel in order to be considered for the next round.
It goes without saying that an effective performance evaluation system is critical for any firm. Only through the performance review process do employers get to determine how efficiently a specific employee is in performing assigned tasks and, ultimately, if the concerned individual is underachieving or overachieving in their goals.
Assessing the coding skills of a software engineer is the most cumbersome task.
Software testers assist businesses in ensuring that their software products are reliable, bug-free, and fulfill consumer expectations.
When interviewing a Junior Software Engineer, it is critical to ask the correct questions to assess their technical abilities, knowledge, and experience. Though technical questions are crucial, assessing the candidate's soft skills, such as communication, attitude, and problem-solving abilities, is vital.
New Year, New hire?
Owing to the ever-changing work environment, skill assessment platforms have rightfully gained popularity.
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 going through a vast transformation, more so with the shift to remote working 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 average, top candidates stay in the market for a mere 10 days (about 1 and a half weeks). This is why companies must keep candidates engaged in the recruitment process. Candidate engagement is not a small feat, and recruiters and talent professionals must continually engage candidates with various methods of communication – to keep them looped and interested. This is where candidate engagement tools come into play.
