Welcome to the Retorio Blog

In a remote interview, HR Manager at VirtuaGym, Sandrien de Nijs tells us about her role in scaling up at the fitness coaching company. She shares with us how the role of the employee has changed for the better, why they don't have difficulty in finding tech talent, and the challenges in managing talent, especially during this time of COVID-19. 

While you might already be tired of hearing this inflationary word --I’m not saying it just yet-- the ongoing pandemia is certainly affecting all angles of our daily and professional lives.

Be it the way we learn --taking online classes for university or school--, communicate --transferring our social time to face calls or whatsapp messages-- or work --switching to home office and conference calls.

Due to a survey done by the IFS on 600 business leaders worldwide and a broad spectrum of industries, 90% of companies are implementing artificial intelligence (AI) projects, to make business operations more efficient.

There are crucial times and opportunities where you should communicate with your candidates. Most importantly in order to:

• Acknowledge their application
• Schedule an interview or tell them they were not selected for an interview
• Thank for the interview and make job offer (or schedule a second one) or reject for the job

Along all these steps, you manage the candidates' image of and overall experience with your company, thus affecting whether they apply for future positions or how they talk about your company to friends and family (or on platforms like kununu.com or glassdoor).

There are crucial times and opportunities where you should communicate with your candidates. Most importantly in order to:

• Acknowledge their application
• Schedule an interview or tell them they were not selected for an interview
• Thank for the interview and make job offer (or schedule a second one) or reject for the job

Along all these steps, you manage the candidates' image of and overall experience with your company, thus affecting whether they apply for future positions or how they talk about your company to friends and family (or on platforms like kununu.com or glassdoor).

There are crucial times and opportunities where you should communicate with your candidates. Most importantly in order to:

• Acknowledge their application
• Schedule an interview or tell them they were not selected for an interview
• Thank for the interview and make job offer (or schedule a second one) or reject for the job

Along all these steps, you manage the candidates' image of and overall experience with your company, thus affecting whether they apply for future positions or how they talk about your company to friends and family (or on platforms like kununu.com or glassdoor).

There are crucial times and opportunities where you should communicate with your candidates:

• Acknowledge their application
• Schedule an interview or tell them they were not selected for an interview
• Thank for the interview and make job offer (or schedule a second one) or reject for the job

Along all these steps, you manage the image candidates have of your company, thus affecting whether they apply for future positions or how they talk about your company to friends and family (or on platforms like kununu.com or glassdoor).

"Left, left, left..right, left, RIGHT, it’s a MATCH!"”

That Tinder profile’s quite got something! You instantly start wondering what they might be like in person. But should you write first or wait for them to start the chat?

Dating apps, like Tinder, make the user somewhat like a recruiter: assessing the qualities of the candidate and making a great first impression on your romantic vis-á-vis. After all, even the most promising match runs the risk of petering out.

“Push yourself, because no one else is going to do it for you”
“Don’t stop when you’re tired, stop when you’re done”
“Good, better, best. Never let it rest. Till your good is better and your better is best”

But does this go the same for choosing candidates in the workplace?