Xobin - Smart Talent Assessment Software
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A talent assessment software is a standardized tool that assesses candidates' abilities and skills to help organizations efficiently screen large numbers of job applicants. It aims to save time and costs for recruiters while providing a more objective evaluation than traditional interviews. An effective talent assessment software should generate comprehensive candidate reports, have a user-friendly interface, ensure test security, and assess candidates from multiple perspectives.
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Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
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6.Engage candidatesEasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Selection and onboarding
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Corporate Deck
Mettl is an online assessment platform that enables companies to measure the skills of candidates and employees. It allows companies to conduct multi-competency assessments for hiring or evaluating current employees. Mettl focuses on the science of assessments and the technology used to conduct them. The Mettl Employability Test assesses candidates on critical skills like communication, reasoning, and domain-specific skills, highlighting their strengths and weaknesses to help improve employability and connect them with prospective employers. It provides a database of pre-assessed candidates that have been evaluated on key factors to help hiring managers quickly identify suitable candidates.
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NITHIN Resume
Nithin Kiran is seeking a challenging career where he can utilize his 1.8 years of experience in finance and accounts. He currently works as a Senior Project Accounting Analyst at Oracle India, where his responsibilities include creating new projects, processing reports, validating customer information, and resolving issues. He has strong skills in order processing, accounts receivable, and project accounting. Nithin holds an MBA in Finance and Marketing and a Bachelor's degree in Business Management.
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How-to-hire-a-Search-Engine-Marketing-Manager.pptx
1.Creating a good job description
Creating a good job description is where hiring starts. It's a very important task that often gets overlooked.
2.Seamless candidate discovery
EasySource's candidate discovery model transforms talent acquisition through advanced algorithms and data insights, pinpointing ideal candidates for specific roles.
3.Effective Screen candidates
EasySource’s Candidate Screening Module improves this with advanced algorithms, analyzing skills and cultural fit.
4.Objective skill assessment
Objective skill assessment is crucial for pinpointing candidates with the right qualifications. EasyInterview’s assessments evaluate candidates objectively, offering insights into their abilities and expertise.
5.Interview candidates
EasyInterview's automated video interviews provide deeper insights, facilitating hiring decisions efficiently for both individual roles and at scale, with involvement from hiring managers.
6.Easy candidate engagementEasySource's candidate engagement module transforms this by automating personalized messaging across various channels. By customizing interactions according to candidate preferences and recruitment stage, EasySource encourages meaningful engagement. This saves recruiters time and ensures consistent, personalized communication, keeping candidates informed and engaged
7.Conduct reference checks
After shortlisting candidates, it's crucial to verify their work history and performance in past roles. This ensures the authenticity of their claims and identifies strengths and areas for development.
8.Selection and onboarding
An offer letter is vital as it safeguards both the employer and the employee. Provide a detailed offer letter to candidates, outlining the position, duties, salary, benefits, start date, probationary period (if applicable), and requiring the employer's signature.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/search-engine-marketing-manager
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1. Crafting a compelling job description that accurately reflects the role and responsibilities of a Digital Marketing Strategist is crucial for attracting top talent. Whether you are hiring an entry-level or experienced Digital Marketing Strategist, ensure your job description highlights the organization's values, benefits, and career path for the position to attract highly qualified candidates that resonate with your organization.
2. you can utilize various recruitment tools and platforms to discover relevant candidates and streamline the hiring process. Tools like EasySource's Candidate Discovery Module can help surface qualified Digital Marketing Strategists from both active and passive talent pools based on your specific job requirements.
3. Screening candidates effectively is essential to identify the most suitable candidates for the role. Utilizing persona-based screening tools like EasySource's Candidate Screening Module can help you filter candidates based on their skills, experience, and suitability for the role, ensuring you prioritize outreach to the most relevant candidates.
4. Assessing candidates' technical skills, workplace skills, and personality traits is crucial to making informed hiring decisions. Pre-employment assessment tools like EasyAssess offer customized skill assessments that validate Digital Marketing Strategists' capabilities and suitability for the role, enabling you to build winning teams with qualified candidates from diverse backgrounds.
5. Interviewing candidates effectively is key to gaining insights into their capabilities, experience, and fit for the role. Prepare a set of comprehensive interview questions that draw out complete responses from candidates, allowing you to assess their suitability and potential contributions to your organization.
6. Engaging candidates throughout the hiring process is essential to maintain their interest and ensure a positive candidate experience. Utilize communication tools that allow you to build personalized messaging and keep candidates engaged with your organization's values, culture, and opportunities.
7. Conducting reference checks is a crucial step in validating candidates' work history, performance, and fit for the role. Ensure you gather insights from previous employers and colleagues to gain a comprehensive understanding of candidates' strengths, areas for development, and overall suitability for the Digital Marketing Strategist role.
8. Selection and onboarding are critical stages in the hiring process, where you extend an offer to the selected candidate and onboard them into your organization. Share a comprehensive offer letter detailing the position, duties, salary, benefits, start date, and any other relevant information.
Read the full article: https://www.hirequotient.com/how-to-hire/digital-marketing-strategist
How to recruit excellent tech talent
Nick day, JGA Recruitment Payroll, Managing Director collaborated with HackerEarth and discussed actionable tips for recruiting & retaining best candidates in your talent pipeline.
How to hire the perfect content marketing consultant
1.Craft a compelling job description
Whether you're hiring a beginner or a seasoned content marketing consultant, the job description should accurately outline the job's duties and expectations.
2.Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant content writers from active, passive, and hidden talent pools based on your job description or simple prompts.
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description and finds content writers with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate content marketing consultants’ technical and workplace skills along with their personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5.Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether hiring one content marketing consultant or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
After shortlisting candidates, it's important to check their work history and performance in past roles. This helps confirm their claims and learn about their strengths and areas for improvement.
8.Selection and onboarding
An offer letter is crucial as it safeguards both the employer and the employee. It should provide comprehensive details about the position, including the title, responsibilities, salary, and benefits. Additionally, it must specify the start date, and any probationary period, and require the employer's signature.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/content-marketing-consultant
Cracking The Talent Assessment Code
Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation.
In this deck, you’ll learn an effective strategy to use talent assessment techniques and get crucial data and insights to make informed hiring decisions. You’ll also learn;
• The types of assessments deployed in successful organisations
• The biggest challenges to implementing a talent assessment programme
• The best practices to effect a successful talent assessment
How to hire the perfect Strategic Account Manager
1.Craft a compelling job description
Whether you are hiring an entry-level Strategic Account Manager or an experienced one, the job description should truly represent the roles and responsibilities of the position.
2.Discover relevant candidate
EasySource’s Candidate Discovery Module can instantly surface relevant SDRs from active, passive, and hidden talent pools based on your job description or simple prompts.
3.Screen candidates
, EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds SDRs with relevant skills, profiles, and work experience.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Strategic Account Managers' technical and workplace skills as well as personality traits.
5.Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one Strategic Account Manager or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe.
6.Engage candidatesEasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/strategic-account-manager
Corporate Deck
Mettl is an online assessment platform that enables companies to measure the skills of candidates and employees. It allows companies to conduct multi-competency assessments for hiring or evaluating current employees. Mettl focuses on the science of assessments and the technology used to conduct them. The Mettl Employability Test assesses candidates on critical skills like communication, reasoning, and domain-specific skills, highlighting their strengths and weaknesses to help improve employability and connect them with prospective employers. It provides a database of pre-assessed candidates that have been evaluated on key factors to help hiring managers quickly identify suitable candidates.
Lominger Overview
The document provides an overview of Lominger, a company that offers competency-based human resources tools. It was founded in 1991 by researchers seeking to turn extensive leadership research into practical HR tools. Lominger offers a comprehensive suite of integrated assessment, development, and succession planning tools based on validated competency models. Their tools are designed to help organizations improve performance by aligning HR systems like selection, performance management, and development with competencies linked to organizational success.
How to hire an Online Advertising Manager?
1. Craft a compelling job description
Attracting top talent, whether entry-level or experienced, hinges on job descriptions that authentically depict the role and our organizational values. Beyond listing duties and requirements, our descriptions spotlight company values, team benefits, and career progression.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module leverages advanced technology to identify and connect with qualified talent more efficiently. This innovative tool streamlines the candidate discovery process by tapping into diverse talent pools, including both active and passive candidates.
3. Candidate screening
By mapping the ideal candidate profile based on job descriptions or prompts, EasySource identifies online advertising managers with the precise skills, profiles, and work experience needed for the role. This advanced screening method ensures that candidates are assessed based on relevancy, prioritizing outreach efforts effectively.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Online Advertising Manager’s technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
Integrate one-way video interviews into the hiring process to assess not just verbal communication skills but also a candidate's comfort with technology, professionalism, and ability to engage effectively in a virtual setting.
6. Engage candidates
EasySource's Candidate Engagement Module automates outreach efforts, ensuring timely and consistent communication with candidates. This allows recruiters to maintain ongoing engagement without investing excessive time and resources. Additionally, the platform provides insights into candidate engagement metrics, allowing recruiters to refine their strategies and optimize their outreach efforts for better results.
7. Reference Verification Process
After shortlisting candidates, validate their work history and performance in previous roles. This ensures the authenticity of their claims and identifies areas for growth. Assess their teamwork skills and cultural fit crucial for collaborative roles.
8. Selection and Onboarding
Issue a comprehensive offer letter detailing position specifics like title, duties, salary, and benefits, along with the start date and any probationary period. During onboarding, acquaint the Online Advertising Manager with the company culture, values, mission, and product knowledge.
Read the full article here:
Saranya_CV_Senior_Associate
The document provides a summary of a senior associate's professional experience in e-commerce, including 4 years of experience in internet and e-commerce roles. The summary highlights experience in competitor monitoring and analysis, pricing analysis, project management, and mentoring junior associates for companies such as Amazon and Goldman Sachs in India. Technical skills include Microsoft Office, analytics tools, and experience managing databases.
How to recruit excellent talent
Nick Day, Founder and CEO JGA Recruitment, elucidates the importance of recruiting the right talent for your business and shares about developing a proactive recruitment process, passive search and candidate mapping techniques, measuring the correct metrics, benefits of a bespoke candidate engagement strategy and methods to attract the top 15% of talent to maximize recruitment ROI.
According to the US labor department, the cost of a wrong hire on average is 1/3rd of the employee’s first-year salary. Assuming the salary of an entry-level programmer is $60,000. The cost one pays for making a wrong hire is at least $20,000.
Recruit, HackerEarth’s technical recruitment software, allows businesses to automatically assess technical skills using coding tests. It allows you to significantly reduce time spent on interviewing, scale the technical hiring process and make the process unbiased and skill driven.
Here’s why it is used by 4,000+ companies like Amazon, Apple, Walmart Labs and Bosch.
Pre-Built Question Library with 20,000+ programming questions.
Automated Code Evaluation based on pre-defined parameters.
32+ Programming Languages like JAVA, Python, PHP, SQL, C++, C#, Ruby and JS.
Detailed Test Reports for each candidate’s performance.
Plagiarism Detector to avoid and detect malpractices.
Custom Question Library for complete control over questions.
Remotely conduct detailed tests & increase your radius of hiring.
Reduce assessment period from weeks to hours.
Create tests for any tech role without any SME (subject matter expert) help.
Drastically reduce manpower required to conduct assessments.
Remove human error/bias from screening process.
For more info:
www.hackerearth.com/recruit
Why_choose_halogen
Halogen offers a cloud-based talent management suite that is powerful, simple and affordable. It focuses on key areas like performance management, recruiting, learning and succession. Halogen provides comprehensive services and resources to help customers succeed. It aims to offer an unmatched customer experience from implementation through ongoing support. Customers praise Halogen for its outstanding implementation process, product flexibility, and knowledgeable customer support.
S mprofile
The document provides a summary of an individual's work experience in human resources. Over 3+ years, the individual has experience recruiting for IT roles, conducting training and development, and designing HR policies. Responsibilities included recruiting, interviewing, onboarding, training employees, managing teams, and handling various HR administrative tasks like payroll and performance reviews. The individual has worked as an HR manager and recruiter for both an international recruiting firm and a software company.
Softronic hcms v4 brochure (enterprise edition)
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- 2. In this presentation, we aim to present you 1. What is a Talent Assessment Software 2. Why is a Talent Assessment Software Required 3. Essential Features 4. Use Cases Of Talent Assessment Software 5. Talent Assessment Software vs Traditional Recruitment Techniques 6. Business Benefits Xobin
- 3. What is a Talent Assessment Software? Xobin ● A Talent Assessment Software is a standardized tool for gathering data to assess and validate a candidate’s ability to perform on a job. ● Talent Assessment Softwares are aimed at save the time, hiring costs, and reduce the burden of recruiters and hiring managers. ● They aid in assessing the analytical and logical ability, hard skills, soft skills, psychometry and domain knowledge of the candidates.
- 4. Why a Talent Assessment Software is required? On an average, an organization receives 250 applications for a given job role. But since it is not possible to invite all the applicants for an on site personal interview, a Talent Assessment Software is used as a screening tool to filter the candidates by assessing the skill and behavioral fit of the candidates. Xobin Talent Assessment Software generates a Comprehensive Test Report that portrays SWOT Analysis of the candidate Xobin
- 6. Essential Features Of Talent Assessment Software An ideal talent assessment software should be designed to solve the major recruitment challenges of the hiring manager and also provide enhanced experience to the candidates. Here are the top concerns that are a assessment software has to cater : ● A Reliable True Score ● User Friendly Interface ● Prevent Malpractices and ensure fairness in the assessment ● 360-degree assessment solution ● Safe and secured means to collect candidate data Xobin
- 7. Top features of Xobin Talent Assessment software Xobin
- 8. Who can use a Talent Assessment Software? ● Startups ● Recruitment Agencies ● Mid-market enterprises ● Large Enterprises