Collect additional data : many process steps in recruiting where we do not collect any data at all for a variety of reasons. Either because we lack the internal know-how or because we do not know that it could add value there or simply because certain processes are still analogue and collecting data there is often too complex. In the area of recruiting channels in particular, the Hamburg company HRI Solutions has been making a name for itself in the last 1-2 years. They offer a complete service in which they individually evaluate recruiting channels and link them with the data from the respective applicant management system. This then gives you evaluations of how many applications were received via which channel, in what time, at what cost and how successful they were. This approach ensures that you gain a major competitive advantage through more precise control options. In addition, your job boards put you in a completely different negotiation situation. For this, HRI Solutions won the HR Excellence Award 2018 in the Data & Tech category with one of its solutions for a joint project with the customer BearingPoint.
Derive more from existing data: Sometimes, however, the challenge is different greece telegram data greece telegram data We have a relatively large amount of data, but it is not even remotely used. For example, the raw data from the applicant management system. Or you have data in different sources that are not linked to each other, such as data from the applicant management system and data from later employee performance measurements. In this context, I recommend the company functionHR from Munich, which also won the HR innovation award in the Software & Hardware category in 2017.
bots
Bots are programs that carry out commands automatically and therefore autonomously. Popular examples are chatbots, where a person interacts with a program via text input. There is still a certain skepticism among employers and sometimes also applicants towards bots, such as chatbots. This is often due to a lack of transparency or because not every chatbot is used sensibly. In addition to classic chatbots, there are also solutions using voice assistants such as Alexa or Siri. One HR startup that is very active in this area and will therefore certainly show some formative use cases in the coming years is the company Jobpal, which specializes in (chat)bots in the recruiting context.