A look back at In-recruiting’s 2020
The end of the year always brings the desire to look back, quickly retrace the time spent, and take stock of the intentions set and the objectives achieved. This year we shared content (40 new articles on our blog), training moments (42 webinars on our academy) and interaction (the digital edition of HR Trend Talks), and also goals (participation in the Empirical Methods in Natural Language Processing Conference with the presentation of a research paper) and other news. Let’s retrace them together by reviewing those we have developed and released during 2020.
Inda
Inda (Intelligent Data Analysis) is our new proprietary artificial intelligence solution for recruiting and Talent Acquisition. We have developed this new technology thanks to a specialized Data Science Team composed of three physicists and two IT engineers. They have collaborated with the IT team to develop a tool that can accelerate and optimize selection processes by supporting recruiter in the daily research, attraction and selection of the best talents. Thanks to specific Machine Learning and Natural Language Processing (NLP) algorithms, Inda provides the recruiters with many features to perform daily tasks easier, faster, and more effectively. Among these, the autocomplete of the application form (after the upload of CV); CV parsing – even starting from a scan or photo – and the information extraction; semantic search for candidates; attribution of semantic score to improve the ranking of candidates similar to the one obtained as the final result of the research. Inda’s artificial intelligence enhances the management of hiring processes. By easily integrating with other software solutions (also via API), Inda can automate some repetitive and usual tasks, allowing the recruiter to commit to other activities and direct candidates’ connection.
Events module
The Events module allows you to create, customize and manage online events. Whether it’s career day, company presentation, speech, training day or academy, this new feature allows you to simplify and digitize event management. Therefore, it is possible to create a customized page, set the details of the event and speech (also customizable); manage registrations with a custom application form and collect them into ATS database. You can keep the applications for future searches or post new job ads specifically for the subscriber to bring them closer to the world of work. This module has the advantage of a centralized system such as In-recruiting which allow you to manage the entire event in one place: from its creation to the communication with candidates, until collection and storage of profiles into the database.
Meetin
It is a live video interview platform, an indispensable tool in a period in which managing selections remotely has become an urgency. Meetin is hugely beneficial for recruiters and candidates, but it is also a tool easy to use. Being integrated within the ATS, the recruiter can schedule synchronous video interview directly from the calendar, invite candidates and colleagues to participate, and communicate easily by sending personalized messages. On the other hand, the candidate can access the video interview with a simple link, even from mobile, without creating an account or download an app. Interaction during the interview is immediate thanks to the chat, the “raise of hand” function and the ability to share documents from the screen or videos directly from YouTube.
Video presentation
Following Meetin’s footsteps, the video presentation also contributes to simplifying remote selections, this time with an asynchronous video. Recruiters can therefore ask candidates to register a video CV to be associated with their profile. The video can be recorded quickly, for an unlimited number of times, directly from the browser during the application phase and is very useful for getting better known by the recruiters. On the other hand, by enabling this tool, recruiters will get to know “a preview” of the person hiding behind the CV and grasp aspects of his personality that can hardly emerge from the paper curriculum.
Hiring Pipeline and Kanban Board
To make the recruiting process more agile, one of the latest developments involved introducing the Hiring Pipeline and the Kanban Board. Combining these two tools allows recruiters to track, manage and monitor the selection in all phases, even on a visual level. The Hiring Pipeline consists of 8 steps/categories that reflect the essential moments of the recruiting process. From the candidate’s application to the interview, until the job offer and the definitive hiring or exclusion of the profile, the recruiter can monitor the selection process’ progress and dynamically manage the candidate’s progress by “dragging” his card to the next step. With the Kanban view (alternative to the tabular one), a complete and glance overview of the recruiting process is offered to keep under control progress, obstacles, slowdowns and numerous useful statistics to continually correct and improve their work.
Statistics
Statistics represent, to date, a real resource for In-recruiting users. In addition to improving the metrics already in use, the inclusion of new parameters helps recruiters refine their search and selection work by adopting a data-driven recruiting strategy. We talk about time to hire, time to fill, data relating to the announcement status, the candidates’ channels of origin, etc.
Integration of Infinity Risorse Umane Zucchetti
We have integrated Infinity Risorse Umane of Zucchetti, a group we are proud to have been part of for over a year. The integration of Infinity Risorse Umane with In-recruiting allows recruiters to manage, on an ongoing basis, the entire management and selection process. The two systems work together to organize the whole process: the initial request for candidates is transferred to the ATS for the research process to develop; once the most suitable candidate has been identified, the process returns to the original system to complete the recruitment process. A further update on the hiring status helps keep the two systems updated and aligned for better and more effective collaboration.
Upgrades and new additions
We know how important it is for those involved in human resources to have adequate tools and channels to disseminate their job advertisements. In this sense, this year, we have achieved important goals. We were the first in Italy to complete the integration with Facebook Jobs, the new Facebook section dedicated to those looking for a job or offering it, making job offers visible on one of the most used social networks. We have also upgraded integration with Neuvoo / Talent.com, one of the leading job search engines, allowing candidates to register for ads directly on the Job Board. Another step forward concerns about data analysis and data-driven selection processes. Thanks to the strategic partnership with Indeed, In-recruiting was the first Italian ATS to access to Disposition Data. It is a tracking protocol that allows you to improve the quality of the applications received, acquiring profiles more in line with the job advertisements and selections made previously.
Candidate Search interface
We have also updated the Candidate Search interface. With simple, modern and easy-to-use graphics, the recruiter can carry out targeted searches within the database using simple, advanced and semantic search tools (if Inda’s artificial intelligence is activated).
Skills field
The new Skills field can be activated in the application forms. This field allows recruiters (or candidate) to add up to 15 personal skills (hard skills and soft skills). The insertion of skills is simplified by the autocomplete function and by the suggestion of other related items. Filling in the field dedicated to skills helps recruiters carry out quick searches and perform in-depth and targeted searches on specific skills.
New implementations
We have implemented new tools from the technological perspective and linked to the software’s practical development. We have enabled Single Sign-On with Google and Single Sign-On with Microsoft 365 (Azure), after configuration, to facilitate our customers’ access to In-recruiting and improve their experience of using the software. On the communication front, we have adopted a new email sending system with Amazon SES implementation. This platform can improve the reliability of email communications for customers by ensuring more excellent protection and respecting their specific needs. As part of the optimization of contacts, we included SMTP & DKIM settings, useful for obtaining better performance, security and efficiency in sending even massive messages.
Conditional fields of the application form
The personalization of the application forms is one of the strengths of In-recruiting. The recent introduction of Conditional Fields completes and perfects the form’s customization because it allows the recruiter to enable and make visible and or mandatory some of its fields. Consider, for example, the category relating to language skills. The company user (responsible for composing and organizing an application form in line with the company’s needs and the advertisements published) can decide to “condition” the category of language skills. In this sense, continuing the example, a candidate who enters “English” in the field dedicated to the language may be required to fill in – even mandatory – those relating to the level of “written” and “spoken” knowledge of the language in question.
Rewinding the ribbon of this 2020, summing up is not easy. It was a particular and challenging year from many points of view, especially the human one. For this reason, we tried to do it by retracing some stages important for us, those that the collaboration, sharing and synergy we have matured, have allowed us to achieve together, as a team. These innovations reflect a strategy made up of commitment, research and continuous innovation that we have been pursuing for 12 years and that traces the way for the years to come and for the future innovations we are already working on.
Digital Marketing presso Inrecruiting