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We’ve seen technology change a number of things over the last couple of decades. This year, especially, it accelerated as a result of the pandemic.
Over the last decade, we’ve seen recruitment shifting in numerous ways, be it the way recruiters source their candidates or the way recruiters speak to their candidates. A lot of this, though not all, can be credited to Digital Transformation and its catapulting affects; there have been a number of macroshifts in the domain of talent acquisition, which have made the trusted and widely-followed practices obsolete.
“Can’t hack it: Tech’s diversity efforts are a failure.” — CNN
For decades, an ideal job has been considered to be a full-time, 9 to 5 job with benefits. But this ideal is now being deconstructed to fit the new skill economy with new expectations.
Harvard Business Review suggests that 72% of the millennials hear about companies from their friends, 68% through a job portal, and 45% on campus. And despite that, campus hiring remains one of the most manual, recruiter intensive tasks, and it poses numerous campus hiring challenges from registration to onboarding.
Every organization wants to leverage the power of Big Data today. No surprises there. By extension, data scientists are in great demand.
“To err is human” we’ve all heard this phrase which by all means stands to be true!
On average, recruiters take 40 days to fill a single position. They swift through thousands of applications, screen relevant candidates, send assessments, schedule async and live interviews, conduct background checks, and finally onboard them. The process is time-consuming, repetitive, and in dire need of automation.
A company's success is directly linked to the talent and skills of employees. In today's dynamic business landscape, innovation is key.
Hiring Java developers or good coders is one of the toughest challenges. By now, you must have recognized that recruiting a quality candidate means doing a lot more than posting on job boards.
How do you find QUALITY candidates for your company? or Are you able to find QUALITY candidates? As you strive to hire the best and brightest professionals, you just cannot believe in your gut feeling. There should be something more efficient and reliable means of gaining insights into the capabilities and traits of prospective employees. And that something is pre-employment skill testing.
