Owning a small businesses is certainly no easy job - especially amidst a global pandemic.

2020 sure threw a curveball at us, and the abrupt closure of workplaces meant businesses had to reevaluate their talent acquisition process and recruiting strategies as we headed into 2021. Storefronts went dark, and exisiting trends in remote work, as well as the use of artificial intelligence for talent acquisition accelerated.

As this new era of remote work changed the way our 'normal' work day looks, HR professionals needed to rethink their exisiting talent acquisition strategy in order to keep pace with the emerging trends, as the pandemic changed the paying field for recruiters.

As Covid-19 lockdown restrictions are beginning to ease in many countries around the world, economies are slowly starting to reawaken and open their doors once again.

We’ve all heard it before - you may have great looks, but that all means nothing if you don’t have a good personality. Your personality facilitates all of the important memories in your life, and is what you are truly remembered and appreciated for.

Have you ever been put into a team, where everyone's personalities seemed to collide, and no one could agree with each other and come to one solid conclusion? Have you ever been with a co-worker where your personalities just didn't seem to "click", or maybe you've felt like your own personality didn't quite match the work environment and culture? Whether you've experienced it first-hand or not, having the right employee's with the correctly aligned personality traits can make or break a company's success. Unfortunately for firms, not all recruiters have the ability of reading into someone's personality as well as they'd like to. Adding artificial intelligence systems into the human recruitment process has proven to allow recruiters to gain further insight into candidates, from deeper understanding of their personality to understanding the qualities and missions that resonate with them. With the aid of machine learning, recruiters during the hiring process can succeed to gain a deeper understanding through analysing the data and ultimately help them hire the personality that fits for the role within the company.

The use of artificial intelligence and video interviewing is seeing a steep rise during the hiring process - with the Covid-19 Pandemic further accelerating the existing trends in artificial intelligence ai as the world scrambled to adopt virtual ways of interacting and recruiting. As video interviewing tools were rapidly adopted as the pandemic hit it's peak, hiring managers and and talent acquisition teams began to recognise the efficiency in relying on artificial intelligence for a video interview in hiring applicants and ultimately finding top talent from a large pool of candidates.

The struggle of talent acquisition and retaining it has gained enormous traction in recent years. Identifying the right talent pool is crucial for any organisation - they allow companies to develop employees in areas that align with company competencies. The quality of hire and talent can essentially make the difference between a company that grows, and a company that stagnates.

If you enjoyed 80’s pop music, you may remember the Buggles’ one-hit wonder with its lyrics:"Video killed the radio star/ Video killed the radio star”. The song speaks of how video in the late 20th century annihilated the industry of radio and broadcasting. Not too different from how video is, uh, killing the resume. 

Executives and managers are looking at how they can make an impact now in a post-COVID-19 workplace. As sales managers assume responsibilities over guiding people and various projects, they collect more metrics to measure. With more junior employees, this creates a larger array of viewpoints, opinions, and skills. Each of these traits brings immense value to an organization---but only if they’re properly harnessed. How managers and their employees communicate matter to bolster these traits.

As a recruiter, you understand that without pre-employment tests, evaluating a candidate's entire career on two sides of a piece of paper is impractical. Despite this, resumes are the first thing managers look for when evaluating applicants to find a good fit.

The hiring process can be challenging and stressful for an employer, no matter what business. In healthcare recruiting, however, there's an extra layer to it. Employees in the healthcare industry directly affect consumers' health and general well-being, which increases the burden on healthcare organizations.

Companies worldwide are grappling with the dilemma of having so much data without an easy and reliable way to take advantage of it. Even despite pre-employment assessments and other talent management strategies, until recently, the recruiting process was primarily a product of guesswork. HR managers and recruiters could never be certain if an applicant was ideal for a job opening or not. After all, manual resume screening and hunches had minimal efficiency. 

RETORIO STARTET KI-BASIERTE TRAININGS FÜR DIE SOFT SKILLS VON MITARBEITENDEN  

Retorio wurde 2018 von Dr. Christoph Hohenberger und Dr. Patrick Oehler an der TU München gegründet. Ziel des Unternehmens ist es, Jobsuchenden und Firmen mittels neuer Technologien dabei zu helfen, bessere Entscheidungen zu treffen, fairere Prozesse zu gestalten und möglichst vielen Menschen Zugang zu individualisierter und möglichst persönlicher Weiterbildung zu ermöglichen.

Um ein besseres Verständnis zu vermitteln, was Retorio ist und wie es funktioniert, haben wir die wichtigsten Fragen und Antworten zu Retorio im Folgenden zusammengefasst.

PRESS RELEASE 

Munich, February 10, 2021 - Retorio, a spin-off of the TU Munich, offers software

You may have come across a teeny, tiny challenge of this current pandemic: training employees remotely. You may need help in finding an employee training software that suits your needs. For companies across the globe, training the workforce---despite present constraints---may be  an opportunity to digitize training. It's an opportunity, but it may feel a bit stressful. There's so many options on the market. You may feel a bit like the movie character Indiana Jones in "Indian Jones and the Last Crusade"; he had to choose the right cup or suffer the consequences. 

But that's why you're here. You recognize it's important. Flexible working has its pros and --- if you choose wisely--- training remotely may have its pros as well.  Finding a digital tool that provides rapid feedback and plugs in seamlessly with your other tools is a given. What are the other considerations?

As co-founders and managing directors of Retorio, we often get asked how we leverage Retorio's AI in our own company.

You might know Retorio as a video recruiting technology but there are plenty of other ways to make use of our groundbreaking underlying technology. Here is how our co-founders Christoph and Patrick leverage Retorio's groundbreaking technology.

TikTok stars and Instagram Influencers are not only making up dances to hit songs or posting about their recent holiday. These platforms allow various kinds of knowledge to be spread. For the hiring and recruitment world, this social media presents a special opportunity for professionals to spread their knowledge. If you’re looking to change careers,  gain more responsibility, or create new employee retention strategies, you may want to check out these accounts.  

By the time an employer knows that an employee is leaving, it’s often too late to change their mind. Tools like artificial intelligence technology can inform retention strategies and help employers predict who is most likely to leave, as well as what incentives might encourage them to stay.

Before jumping into AI in recruiting, odds are you know who Brad Pitt is.You may or may not know his 2011 film, Moneyball.