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In the midst of this World wide pandemic, businesses are re-opening with new guidelines and precautions.
Most of the Traditional models and methods have been changed since the pandemic, all remote, virtual and socially distanced work culture is the new normal now.
In this new world, hiring technology is also drastically changing as companies are realizing the incapability of traditional hiring methods to meet today’s demand for talent supply.
In order to sustain in this new environment, every recruitment agency or company has to embrace the new technologies and platforms, as, without a new tech-savvy environment in this industry, recruiters would end up in some unproductive hours and lag behind competitors.
In this blog, we are comparing these two models of recruiting – the traditional and new point solutions way of recruiting mode, this will clear doubts about new adaptability of processes in our Industry
Traditional recruiting Model: This model has been practised from the beginning of the industry which was effective to a specific time era but now it seems not working in the new recruitment industry as it limits a recruiter’s ability to maximize productivity. Recruiters usually follow the below process in this model
Disadvantages of this method are
Even the best recruiters struggle with this gap of the technology, processes, and additional support to deliver quality submittals and hires and from being productive.
Technology point solutions in the old recruitment method: Many organizations now adopting some point solutions to solve problems in the old recruiting method like
But the problem integrating these technologies solutions is it might exhaust recruiters as they have to deal with multiple complex technologies along with the original method and processes of recruitment, in this process many recruiters have to use two monitors to monitor their inbound text and email traffic while trying to call and log interactions with candidates on another monitor.
But we can minimise these over complicated work models in point solutions by giving preference to the most eligible candidates for further conversation after the automated screening task.
For example: If we receive 1000 applications, manually or automatically through the app, we assign the bot assignments to all candidates and based on the result, scores would be given to the candidates, then only the highest scored candidates should be considered for the final conversation. This eliminates waste of time, and we get to give few by quality submittals and candidates to the company/client