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Recruiting suitable candidates for any job is vital to the success of any organization. However, finding the right fit comes with many challenges for recruiters, especially when dealing with a large pool of applicants.
Tech recruitment has become complex and competitive in today's fast-paced digital world. Hiring qualified tech candidates has become challenging because of talent shortage, high attrition rates, and the need to hire the best candidate quickly. Due to this, tech recruiters are constantly looking for ways to streamline the recruitment process and hire top tech candidates.
Studies show that about 76% of companies with more than 100 employees rely on recruiting assessment tools for skills and personality tests for hiring. And over the next few years, that figure is expected to climb to 88%.
Recruiters often face challenges when it comes to screening and selecting a candidate. The hiring process can be lengthy, time-consuming, and costly. Additionally, there's always a risk of unconscious bias that creeps in, which can affect diversity and inclusion in the workplace.
Recruitment has undergone several changes in recent times. This shift has led talent acquisition teams to require multiple software solutions to aid the process. One solution is the AI recruiting software, which is helpful from sourcing to shortlisting candidates, helping companies overcome the hiring challenges faced. As a result, AI recruitment tools have become essential for companies worldwide.
Employee skill and knowledge gaps are becoming a challenge and affecting an organization’s overall productivity. According to McKinsey & Company, 87 percent of the companies all over the world know that their employees either have a skill gap or will have one in the coming years.
Finding the ideal candidate for your organization is like solving a puzzle with a million pieces! Traditional screening can be time-consuming and tedious. And let's not forget the risks of making the wrong hire due to lack of reliable assessments.
Traditionally, pre-employment assessments were manual, time-consuming, cost ineffective, and almost always had a tendency to be subjective and biased. They weren’t created keeping a specific job role in mind, so predicting a candidate’s on-the-job performance was impossible with those assessments.
Traditionally, talent acquisition has always relied on 'gut feeling' and intuition. But that isn't the best measure in today's world. In the last few years, the industry has been changing working patterns, changing EVPs, and new-hire attrition increasing well over 15%.
Multiple Choice Questions (MCQs) and Coding Simulators have been widely used as assessment question types for years to hire programmers. But they both have their set of limitations.
Starting to plan your diversity and inclusion programs for this year? We've got you covered with a comprehensive calendar, replete with dates, history, and nations in which they are celebrated.
