If companies increase the level of digitalization, they may even be able to manage processes such as recruitment, human resources existing management processes, satisfaction surveys, leave management, talent management, competency-based performance evaluations and career planning for themselves and their employees. In Which Areas Are Companies’ Digitalization Levels Limited? The areas where digitalization deficiencies are most prevalent are listed as follows; Companies may think they have digitalization. When recruiting, companies use various recruitment portals and job posting websites. There are various benefits provided by these systems. In companies, “As a company, we already use the products of It may be a mistake. The use of a recruitment site is partly digitalization.
We think that digitalization should be
Viewed as a whole. Every company has its own unique recruitment procedure. The biggest problem, especially. For small and medium-sized businesses. Is not having the right candidate database. A job posting B2B Email List is posted, but many applications. Whether relevant or irrelevant. May come to that job posting. Because applying is quite simplified for job seekers. Naturally, job seekers apply for a lot of jobs. To increase their. Chances and do not pay much attention to. The details of the position. In order to eliminate job seekers. Who are not suitable for the job posting, restrictions such as “Only graduates from department y can apply.” may be imposed depending on the relevant position. Thus narrowing down the potential of employers. For example, a company is looking for a software developer.
The job posting read
Only computer engineers should apply. If it is written, there may be a loss, because in the software world there are employees who are not computer engineers but make many valuable contributions. The AOL Email List advert is more geared towards work experience, meaning “those with software experience should apply.” However, since every engineer generally has experience in software, filtering is not sufficient. Some employers create their own candidate databases. In the projects we carry out as Albert Solino Consultancy, we recommend that companies create their own candidate databases. It is necessary to scan the suitable candidate from the candidate databases, transfer them to their own systems and interact with the candidates one-on-one.