Welcome to the Retorio Blog

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.

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!) 

The amount of applications companies receive is astounding. Google alone receives over 2 million applications per year! Hiring can be a tricky business; companies want to find the best match, but also create a competitive edge throughout their hiring process. With unemployment down to 3.6% in the U.S., companies are eager to lock down top talent. Since companies are on the lookout for the talented few, they're looking to technology to aid in of the most critical pieces of the recruitment process: the talent assessment.

How to write an email template for scheduling an interview – with AI. The following How-To guidelines serve as an anchor to assist recruiters in crafting invitation emails for video interviews. While a lot of automation and ATS systems are already in place, the magic, human touch remains in high-demand. 

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. 

Looking at a candidate's CV is not the equivalent of knowing them personally, obviously. It's not too different from trying to decrypt someone's Tinder profile: 

• The top 3 job interview red flags
• Our hiring (biased) brain
• Simple steps to address bias in the hiring process

The value of salespeople for your company is obvious; as they are responsible for sales, they directly make money for the company. However, at first glance, it’s not easy to see if someone would make a good salesperson. Salespeople are famous for being able to present themselves (“sell themselves”) well. During sales recruitment, how can you tell if a candidate is just “selling” him or herself or if they would truly make a great addition to your sales team?

Read on to discover more challenges in hiring salespeople, and how to overcome some of these difficulties by gaining valuable insights from body pose and face recognition technology.

Traditional candidate testing just doesn’t cut it anymore. Humans form first impressions and judgments just one-tenth of a second after meeting someone, and this is no different for even experienced recruiters in the context of interviews. Judgments made in the first 10 seconds of an interview can predict the result of the interview (thanks to confirmation bias, the act of forming a judgment and then attempting to confirm that this initial judgment is true).

An increasingly competitive landscape for recruiting talented employees requires the integration of new technologies and recruiting techniques. Soft skills are becoming increasingly important in today's business world but are hard to detect from a CV.

Admit it, sifting through an overwhelming number of CVs is not fun. It’s also often a waste of time considering that most applicants do not fit job requirements. You already have enough on your plate. The lengthy hiring process negatively affects candidates too—if waiting a long time, potential candidates may be deterred from an open position and into that of a competitor’s.