How many candidates request that golden interview hour of 11am? It’s not early for any party to feel sleepy or hungry; it’s not too late in the day to feel the fatigue of work. How many applicants vie for Tuesday or Wednesday slot? As explained by Glassdoor, the well-known job review site, shows that Tuesday is the optimal day for an interview.

If haven't applied to a job in the past 20 years, the almost-humorous (*almost*) nonsense of applying to a job may not hit home. You'd think since we have driverless cars and tourist-manned spaceships, it'd be simple to upload a resume---and then not have to go through 9 pages of filling out an application afterwards. But alas modern living (sigh). And yes, the modern candidate experience. 

Here at Retorio, we support recruiters qualify thousands of candidates within minutes with our AI-powered, Big 5 personality assessment. But we've made it breeze for what modern recruitment is about: the best candidates. Our video-based interviews can be done whenever and wherever candidates want; they can be done on the phone or desktop; and our process makes it so candidates can easily receive immediate feedback on their application. 

Badda-bing. Badda-boom. 

We created Retorio to stop the brain dead requirements of applying to a position. Being asked to write the answer to 300 questions about our past work experiences. Or more seriously, afraid the recruiter may have some bias on our ethnicity, gender, or age. 

We hated the chain: "upload resume, sweat over key words in a cover letter, answer 5 questions about yourself, and demonstrate your work experience since age 5".
Nope, we didn't like the nonsensical nature of the application process.

Thanks to the Internet, we know we're not the only ones. 

interview = DROWNING ON LAND

SAY IT FOR THE PEOPLE IN THE BACK

WRONG ATTACHMENT, ALWAYS

thesaurus.com, but for job applications

please do pointless work & Waste your time

call in help from hogwarts

when you lose your train of thought

reasonable demands

#candidate #experience #Mood

With every application, recruiters possess a special opportunity to deliver a great talent experience and to improve the company brand. Particularly for digital natives, a personalized and AI-driven recruitment strategy is what they're looking for. We call it the "Amazon" experience,  easy, tailored, and enjoyable. Given that Millennials and Gen Z make up most of the workforce---and most of the memes on this page, ---it's crucial talent acquisition teams be on the lookout on how to make each touchpoint along the candidate journey digital, simple, and personalized.

Companies, like BMW, leverage Retorio's AI to support their own talent management teams. Our video-based AI was featured in TechCrunch and Süddeutsche Zeitung .

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Hiring for Job Fit: What to Know

If a company is not applying job fit to every position they’re posting, they risk accepting hiring ill-fitting candidates. Personality impacts everything on the job--from how they collect and observe information, their clothing choice, their relationship with colleagues, and what aspects of a job they’d enjoy (or hate). Personality doesn’t stop a single person An organization, a team, or the job itself can have a personality of its own. That’s why more and more companies, from Goldman Sachs to Disney, are assessing individual personality for job fit. We’ve saved one customer, HappyCar, over 70% in time-to-hire for their recruitment team by delving into the personality of candidates.

Digital natives are a handful—and hold a handful of expectations on how the candidate experience should work. They don’t remember the world before the Internet. They expect speed and follow-through on services and products. The interconnectedness of social media, Google, and everything accessible within a few clicks means digital natives are used to playing the comparison game—and they’re good at it. Their behavior is similar to modern-day consumers---and what they're looking for in their recruiting experience.

You’ve got a great company with great vision and a shiny, great position is available. As a hiring manager, you practically already have a winning hand...right? These things will hardly matter if you don’t secure a high-calibre candidate experience in place. Just ask Virgin Mobile.

The war for talent is on. In 2018, unemployment in the US dropped to 3.8%, the lowest in 50 years. Finding candidates for positions is becoming an even harder struggle for hiring managers. Creating a candidate experience strategy begins knowing where to look. One of the biggest challenges for recruiters: “Where to find the best tech talent?”

A study of over 1,400 North American CEOs and CFOs found 90% of participants said culture was important at their organizations. In tandem, the #1 priority of CEOS is hiring the right talent. Aligned skills, motivation, and values between employer and employee results in positive outcomes, like employee satisfaction. They outperform competitors by 20%; happy employees are 12% more productive than those who dislike their positions.

You may not know so much about the value of APIs, or what a video interview exactly entails. An API (Application Program Interface) allows the capabilities of one computer program be easily used by another. Two different computers are able to quickly communicate with each other, allowing easy business growth and rapid development. Companies spend $590 million per year trying to cobble together different types of systems. APIs are one way to centralize this kind of information easily, which inevitably improves the efficiency of hiring.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. The psychometric test was born, providing answers into how an individual's abstract reasoning, how their verbal reasoning tests, and created a slew of other aptitude tests. However the Big 5 is regarded as the "gold standard" due to its decades-long research; it's the only psychometric test to reach scientific consensus.

“Ain’t no party like a neurotic party”, said no one ever. Mostly because it would tend to look like a party thrown by Eeyore from the Winnie-the-Pooh books. Neuroticism is one of the five personality traits in the Big Five Personality Trait model. It's often confused with the word neuroses, which originated from the 18th century.

Personality is usually defined by the set of behaviors, feelings, and thoughts that arise from a person’s biological and environmental state. While there’s no set definition behind the word “personality”, psychologists define its traits along 5 dimensions: introversion-extroversion (also spelled “extraversion”), agreeableness, openness, consciousness, and neuroticism (i.e. emotional stability).

You may not be familiar with George A. Miller, but you may be familiar with some of the major ideas he spread to popular culture. He was one of the founders of cognitive psychology and believed the human mind used an information-processing model. He was the propeller in taking psychology from the ivory towers of academics and experts and integrating its learnings for people to learn from. In his 1969 American Psychological Association Presidential Address, he called this “giving psychology away” as part of a public service.

If you’ve ever wanted a one-stop, interview prep-shop, this is IT. From an in-person meeting or a video interview, we're here to help.Interviews can be the most intimidating thing in the entire world. A close second could be asking someone on a date—in real life. You know, not through an app. Swipes aside, we’re aiming to lay out the prep work for a fantastic interview.

From the moment a candidate spots a vacancy, the candidate experience commences. Even if an applicant is rejected after the first round, that individual will remember how they were treated. Making applicants feel comfortable around pre-employment assessments should be prioritized on the hiring journey. Given that $4,000 is the average amount that US companies spend to fill an open position, the pre-employment test needs to be effective. 

If you take a peek in the online world, you’ll quickly realize a couple of things:
1. We use our unparalleled information age to create memes, 
2. Kanye loves Kanye, and 
3. people really, really dislike pre-employment assessments. 

We all know the modern human has the attention span of a goldfish. According to a study done by Microsoft, the human attention span is a cool 8 seconds long. With more technology and social media, our will to pay attention continues to evaporate. Even reading this sentence may be too exhausting for our video-loving brain—well, ahem, cat video-loving brain. Ironically in a culture with less patience and less eye contact, we lose our ability for the details; we may weaken our skill in giving people adequate time to show us who they are.

It feels artificial intelligence (AI) is the talk of the town these days. Dozens of AI companies are working to overhaul entire industries, from law, picking out people's clothes, to online recruiting. With the rapid ascension of AI, it's natural for company executives or hiring managers to be a little suspicious of AI, or simply unsure of how to go about applying it.

If you haven’t noticed the entire world has gone online. Your university courses can now be held via a video conference; the advent of educational MOOCs; finding the love of your life (or not) via online dating websites or mobile apps; filing your taxes (less fun than Tinder, but definitely important); online grocery shopping; or making an online order to have an entire glam squad arrive at your own front door. Online recruiting is part of the Internet’s Wild West that’s gained maturity since the days of 90s job boards. (Shout out to Monster!) 

An applicant may not be a pop star, but word travels quickly in this digital age. Twitter. Glassdoor. Reddit. LinkedIn. Word on the street about a poor interview experience and a company could be trending hashtag.