Graduate recruitment is increasingly becoming a critical element of overall business strategy – for both corporate and government organisations. Also, more critically, in less than 10 years’ time, the Millennial generation will make up 75% of the workforce.
The hiring cycle is time-consuming and expensive. Most of the cost is eaten up on travel expenses and lowered productivity. Imagine a world where you saved huge chunks of time and costs when you hired new people. That world can now be your reality!
Naturally, you would think that Machine Learning and A.I would eliminate unconscious bias and promote diversity. How could machines have bias, right? Read on to see why companies such as Amazon have dropped A.I for certain roles!
Recruiting has always been about developing authentic relationships with candidates. However, as automation of the hiring process increases, corporations are struggling to connect and engage with candidates.
Traditional in-person recruitment interviews have always been incredibly inefficient and time-consuming due to a variety of reasons. With Video Interviewing candidate no-shows become a thing of the past!
Wouldn’t it be great if you could access one easy-to-use tool for complete and up-to-the-minute information on your entire recruitment pipeline? And access it all from your laptop, tablet, or smartphone?
Large volume recruitment can sometimes seem to be a thoroughly daunting undertaking -- even for the most experienced of recruiters. The prospect of having to trawl through thousands of applications to find the best candidates may seem insurmountable at times - but don’t fear, Vieple can always help!
Diversity in the workplace is quickly becoming the hottest topic of the year. But why such a push to hire diversity? Ultimately the answer is, because companies with diversity perform better - so it’s great for business. The challenge then becomes ensuring that you’re targeting diverse talent during the recruiting process?
Hiring the right candidate is often a hit-and-miss affair, a process hampered by (intended or unintended) interviewer bias and other random variables. We show you how to reduce the risk with video interviewing!
Retail recruiting involves facing unique, industry-specific challenges. Hiring for retail positions is often a time consuming, labour-intensive, and sometimes very expensive affair. See how video interviewing can change that!
If you think video interviewing restricts you to simple interview questions, think again. Our clever clients have thought up interesting and innovative ways of using the video technology to get beyond just asking their candidates the usual interview questions.
Research* indicates that 79% of enterprises struggle with a lack of crucial skills available in their local candidate pool. But how do you widen the net and get the edge over your competitors – while keeping costs down?
With the turmoil that is happening with recruitment in Australia at the moment, now doesn’t seem the time to change the way you do things. Actually, now is the exact time for change. It’s the perfect time to assess your current recruitment practices and assess if there are more efficient workflow processes that you can employ to recruit the best candidates… and video interviewing is a good place to start.
Always improving your efficiency is at the core of a great business and the same applies to recruiting top talent. The old way of putting an advert on the web and hoping for the best just isn’t good enough anymore.
In the real world, high university scores have only a very small part to play in whether a candidate will be successful for a role within your business. More critical qualities that have fair greater impact are communication skills, cultural fit, community involvement, aptitude, and an ability to learn.
In this second article in our series on debunking common myths around video interviewing, we explore the concerns that recruiters have about their candidates’ reactions to interviewing via video technology.
It’s beginning to feel a lot like Christmas - that increasingly busy time when you’re stocking up for the biggest sale season of the year, and at the same time hiring additional casual staff in anticipation of increased sales.
Recruiters and hiring managers these days have almost an insurmountable challenge: squeezed budgets mean less time and resources devoted to hiring, and yet more pressure from upper management to deliver high quality candidates.
Your business is global, and chances are, so is your recruitment process. You may be conducting a worldwide search to find the best people to fit your roles and culture, or you might have the responsibility of recruitment for your entities in other countries.
When your people are partially focused on asking questions, they are less focused on hearing answers. If you also factor in the inconsistencies of scheduled calls that don’t always go to schedule, then phone screening becomes quite inefficient.