RChilli’s resume parsing software offers great candidate experience by providing autofill forms for the career page of your website. This resume parser also helps in managing large volumes of resume data to streamline candidate’s resume information. Know more at http://bit.ly/2MDHCxY
Continuing with our expert opinion series, we contacted the leading ATS providers to know their views about how HR technology is bringing a positive change in the functionality of Applicant Tracking Systems. You might want to read their opinions.
One of the largest online classified and marketplace groups in Africa, Ringier One Africa Media (Roam), has appointed Hilda Kabushenga Kragha as the new chief executive officer of its career vertical Jobberman Nigeria.
HR leaders say technology is allowing them to contribute more to their organization’s success. At the same time, they’re losing ground on engagement.
Many an HCM technology vendor launched products as nearly 20,000 attendees roamed SHRM’s exhibit floor. Among them: Namely, My Ally and TrenData.
New research shows that, try as they might, employers still have trouble communicating with candidates and their own workers.
HireVues CodeVue is designed to help employers identify code test cheating, and can be used even by recruiters who dont know how to code themselves.
While recruitment marketing is important to meeting the challenges of talent acquisition, a lack of appropriate technical skills puts a drag on execution.
The appeal of a quick, mobile, application process has been clear for quite some time, but
Jibe will power iCIMS’ Attract recruitment marketing product, available as part of its core platform or as the front end of other, integrated solutions.
As technology evolves at a breakneck pace, emerging AI systems will revolutionize how organizations make hiring, firing and compensation decisions.
Our roundup of deals, announcements and HR technology news. This week: HR analytics market keeps growing; Lattice reintroduces Goals module.
Essentially the premise on how do you accelerate the process from application to the onboarding of the candidate. Traditionally, this would mean getting the applications in, manual screening of those applications, going through rounds of selections (which include phone/face-to-face interview), offer and onboarding.