For any recruiter hiring for an IT or software company, the biggest challenge is to find good software developers.
Note: While this article brings to the forefront the behavior that marginalizes women, we, in any capacity, do not mean that other genders and groups do not face similar experiences. Gender diversity at workplace is pertinent to growth, and we realize that. We’d like you to extrapolate this information to identify behaviour that marginalizes all demographics that exist in your organization.
The nature of jobs and businesses has changed by leaps and bounds over the last decade. Almost all jobs now require technical dexterity, many job roles like talent acquisition require new recruiter skills, and some roles are even extinct.
Hiring cloud engineers could be a challenge, especially when you do not have the same level of expertise that you are looking for in a candidate. To assess the candidate accurately, you’d need to ask the right questions.
Looking at the efforts that go into hiring the right candidate, recruitment can be a demanding, challenging, yet the most rewarding process. When you are hiring remotely, the challenges increase and can directly affect the productivity, output, and growth of your organization.
Sometimes, no matter how good your product is, your success depends on the assistance you provide to your users. The success of your product or, often, profits depend on the word of mouth.
As a result of the advancements in technology, all areas of business have integrated software and transformed digitally. Businesses have welcomed this change in processes such as manufacturing, production, services, data management, but are yet to make their recruitment process entirely digital.
For high-volume roles, recruiting efficiently has always been a problem. This issue is further heightened by ‘one-click apply’, auto-filled applications, and other methods using which candidates can apply for hundreds of jobs in a short amount of time. This leaves you with a flood of applications.
When we started iMocha, we focused on one thing—digitizing interviews.
Don’t find customers for your products, find products for your customers.
iMocha began with a problem, a seemingly easy one at the outset, that hiring or digital skills assessment needs to be made more efficient. We believed there was a way of conducting interviews and screening job-fit people that was quick and methodical.