The way your company evaluates and provides feedback to job candidates says a lot about the institution. Humanizing technology as an ally to organizational culture is a recommended use and should be used in moderation.
The good and bad sides of e-Recruitment
Starting this article without showing empathy for the millions of candidates around the world who don’t always have their resumes
analyzed the way they should this media coverage was excellent, but it was also fleeting be, it wouldn’t be human of us, would it? That’s why, although we are a systems development company, we’re starting off against Steven Spielberg at this point;
Machines will never replace human action in cases of recruitment and selection.
As complete as the solutions developed here at Rizer are , we do not believe that the factors of feeling, perception and understanding of the whole are the responsibility of computational algorithms.
Intelligent database registration and management
Competency analysis and information cross-referencing tools
Integration of responsive best practices: b2b online marketing in china modules that provide broad and enriching feedback
Digital Recruitment and Selection Management
The massive portfolio of recruitment and selection systems has marked recent years positively in terms of agility and negatively in terms of adaptation to reality.
The lack of analytical resources customized to corporate cultures, in standard Recruitment and Selection systems , often erroneously transfers the responsibility for this analysis to online personality tests.
And it was precisely with this very current context in mind that we developed this article to emphasize the importance of developing an ideal Recruitment australia cell numbers and Selection system for your company’s HR operations.
Develop your own R&S system or hire a standard recruitment system?
To trust the machine or not to trust? That is the question!
When it comes to an organization’s most important asset, its human resources, developing a personalized recruitment and selection system integrated with relevant social networks such as LinkedIn is a competitive advantage.
By stating this aspect, we do not intend to discredit standard systems (far from it).
Digital recruitment The differences in a customized recruitment and selection management system are essentially based on the way your organization views and practices HR operations – and considering the uniqueness of the business environment, the generalist way in which applications available on the market view the recruitment and selection process will not always match the whole.
On our Rizer platform , for example, you can create your own recruitment and selection management system, customizing each stage (from registration to feedback) of the selection processes – Take a free 7-day trial
How to evaluate all candidates in a recruitment and selection regatão system?
Digital recruitment When hiring a candidate management system or opting for the development of a custom R&D management system, you should be aware of the machine learning methods applied to the results display.
What weight do the emotional aspects initially demonstrated by candidates have for the vacancy, and are they more relevant?
How should the machine analyze the curriculum composition?
Which keywords have the greatest weight in the candidate’s resume content?
lass=”yoast-text-mark” />>How should the system deliver CVs to each HR professional, ensuring individual analysis of each material?
How will the recruitment management system be aligned with LGPD standards?
Will the candidate have the right to reply if the company made a mistake in its assessment?
One of the most relevant factors for the development of integrated recruitment and selection systems concerns the quantitative capacity for curriculum analysis of the HR professionals involved.
Therefore, Strategic Planning and performance measurement of such professionals must be part of the management system – since the use of recruitment and hiring assertiveness indexes are excellent indicators of the effectiveness of the hiring professional.
How to create an effective recruitment and selection management system ?
Rizer ‘s platform was designed so that any entrepreneur can build their own management system, even if they have no experience in the subject.
With plans starting at R$79.90 per month, users can create their own complete management system in a short amount of time. Among the available possibilities, the creation of candidate management modules, hard and soft skills management , vacancy management, intelligent performance reports and dashboards, as well as monitoring departmental metrics and hiring success goals, are some of the options.