From my own experience, I can say that recruiting is different everywhere. In every company and in every country, there are sometimes greater and sometimes lesser differences in the recruiting processes, especially in practice. Every unnecessary click, every workaround that bypasses your process, means that you have to spend more time on it. A simple calculation example: Imagine that a new solution meant that you had to process each applicant for 10 seconds longer, for example by increasing waiting times. It doesn't sound like much - but it is. With around 10,000 applicants, that's 3.5 full working days that would have to be spent on compensation.
2.) Simple applicant interface
On average, every second applicant drops out of the application process - mostly because lebanon telegram data it seems too complicated to apply. That's the number you have to keep in mind. Of course, in theory you can build a nice applicant interface around any functioning system. However, when choosing suitable applicant management software you should pay close attention to which solutions are possible here without additional costs. Look at examples and get confirmation that this is possible without additional external providers or additional add-ons.
3.) Good interfaces
You have to free yourself from the idea that one solution will fit everything and that you only need this one solution. In practice, there are a variety of additions that you can and should connect to the front end or back end. CV parsing, analytics solutions, matching tools or interfaces to other systems outside of recruiting are clearly standard. Anyone who cuts corners here will regret it later.