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.
Executives and managers are looking at how they can make an impact now in a post-COVID-19 workplace. As 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 renowned management guru, Peter Drucker once said: “The most important thing in communication is to hear what isn’t being said.”
Before jumping into AI in recruiting, odds are you know who Brad Pitt is.You may or may not know his 2011 film, Moneyball.
Psychology may be one of the most popular majors on college and university campuses all over the world, but you can use the power of the human mind and behavior in your job interviews---and even if you have AI in recruiting experience.
Music is a powerful tool. It can be mood behavior and productivity. Music is generally thought of as an entertainment medium, it can also be used to achieve other objectives. In particular, music is employed in the background of production facilities, offices and retail stores to produce certain desired attitudes and behaviors among employees and/or customers. For example, background music is thought to improve store image, make employees happier, reduce employee turnover and stimulate customer purchasing.
When it comes to business activities, figuring out which AI software serves exactly which purpose can be a bit murky. From companies advertising AI in recruiting to AI in healthcare, it’s a Wild West of ideas and applications. But what’s the biggest takeaway for a CEO or business owner?
Mitigating risk, a strong employer brand, and gaining top-notch talent are the dreams of hiring managers. But not a single thing can address all of these desires, right? Well, the research shows green recruiting carries some serious benefits. The aforementioned are the by-products of organizations doing the right thing---and integrating those initiatives into their hiring and recruitment process. AI in recruiting may be the new kid in town, but green recruiting is how the town is won over.
Capturing candidate attention as a hiring manager is one of the toughest challenges. If you’re a small to medium-sized company or startup, your job is a bit tougher. After all, you compete against more established companies that have more resources. What’s an organization supposed to do when it comes to candidate experience, best recruiting practices, and AI recruiting? There’s so much to learn and so many bigger companies to compete with for quality talent! You may have shaped up your candidate talent funnel with interesting social media posts and LinkedIn ads.
One HR trend is the emerging world of digitization. From digital meeting spaces like Zoom to digital team organization. Due to the COVID-19 pandemic, digital onboarding is one aspect of talent management that has taken off within recent months. Onboarding refers to the process of acquiring and ensuring new customers or new employees have access to all the services and products they need to excel. In organizations, onboarding expands from a pre-employment assessment and in-person meetings to taking these processes online.
The trend for working from home may suit some companies while they redesign their office spaces to cater to new social distancing guidelines. Nearly every company is clamouring to find how to make their business processes digital, from finding an online recruitment system to team brainstorming. Business leaders are not only looking to solve for the short-term, but also for the long-term consequences of COVID-19.
“Teamwork makes the dreamwork” is the not-so-scientific term that refers to how teams do things an individual or even a group can’t. Teams are characterized by a special sauce, or synergy, where individual efforts and skills make up a greater sum than its individual parts.
We know plenty of companies are struggling to find the “new normal” right now.
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.
Building a talent tunnel is a long-term task. But what to do in the age of global pandemics---with the most recent one, coronavirus set to disrupt every industry? The relationship building must not only continue, but it’s highlighted the development of a new era: Hiring 2.0.
Fortunately it doesn't involve bidding on eBay for $80 hand sanitiser.
The current challenge for hiring teams now is: getting to know candidates quickly—and remotely. Given the state of affairs, in-person interviews may not be an option right now, but filling vacancies is still very much game on.
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.
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.
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.
