Blog

Candidate Experience

Candidate Experience is more about communication than processes

Candidate experience, also written as CandE is the net cumulative effect of a company’s talent acquisition process on applicants/job-seekers. It is defined in terms of applicant perception towards the employer as she moves through the different stages of the recruiting process – from sourcing, to screening, to interviewing, and finally on-boarding or rejection. It is a key cornerstone for measuring recruitment performance and is one of the most discussed talent acquisition topics today. Kimberley-Clark treats its candidates as an extension of its customers. One of the novel ideas adopted by the company involved improving the travel experience of the candidates …
AI and Recruitment

How Will AI Transform the Recruitment Process

AI technology is becoming an increasingly common component of modern businesses across a variety of fields. As more companies strive to outpace their competitors in efficiency and productivity, these digital tools will become an essential part of their corporate structure. One such field that is being impacted in particular by AI technology is human resources. In addition to automating lower-level tasks within HR departments in general, there are several ways in which the use of AI solutions can transform a company’s recruitment processes for the better. Finding better candidates AI technology that is capable of sifting through candidate pools can …
Data Driven Recruitment

Data-Driven Recruitment to hire Better and Quicker

Let us start with the obvious question – WHAT IS data-driven recruitment? Recruitment teams, staffing firms and talent search services providers are natural custodians of large volumes of data – data related to recruitment operations, candidates details, candidate sources, jobs data (salary range and locations) and the like. This information is stored on a variety of databases; from simple excel files to complex applicant tracking systems. Whatever be the location of the data within the organization, there is no doubt about the immense potential and value the data holds which can transform the efficiency and efficacy of recruitment operations. Data-driven …
Social Recruiting Trends

The Social Recruiting Trends You Need to Know in 2019

Today, recruitment is far more candidate-driven than what it used to be even 5 years before; in other words job seekers are deciding the course of action recruiters are taking. This is partly because of higher competition to attract the right talent and a perceptible change in job seekers’ expectations. One of the major reasons for this shift is the growing number of millennials, also known as ‘Digital Natives’ who are the single largest job seeker group. They spend more time on an average on social networks and other digital platforms compared to senior professionals. With the exponential rise in …
GDPR Recruitment

Mainstreaming GDPR in to Recruitment Operations

Recruitment/HR teams as well as staffing firms hold large volumes of candidate data, which is turning out to be a key business enabler. Staffing firms and talent acquisition teams have developed dependencies on data of this kind to the extent that it is being increasingly used to assist in decision-making. With the introduction of recruitment analytics platforms which can draw on stored and classified candidate data, teams have started deriving additional value by processing, analyzing and placing it in a visual form. Pattern, trends, correlations that may not be detected otherwise can be read more easily using data visualization tools. …
Recruitment Marketing

How Recruitment Marketing will help you in 2019

2019 presents numerous opportunities as well as challenges for the global recruitment industry. Opportunities emanate from the changes in the enabling technologies that drive the sector. The advent of artificial intelligence (AI) and automation have put the focus back on processes, methodologies and return on investment (RoI). As per LinkedIn’s survey Global Talent Trends 2019, one of the key areas for employers will be the focus on soft skills, creative and collaborative abilities, apart from technical/hard skills. Opportunities will also arise from laying down the necessary framework needed to assess the latent and cognitive capabilities of candidates, incorporating behavioral assessment …