Au trecut deja 4 ani de cand am înființat Playful și mai bine de trei dintre ei de când lucrăm la conceptul Jobful pentru a face recrutarea atractivă și eficientă, prin gamification. O perioadă plină de noutăți, momente frumoase și schimbări de la o lună la alta. Am pilotat, am lansat repede pentru a strânge feedback, am câștigat premii (Startarium 2018, How to Web 2019), am accelerat (Spherik Accelerator, SAP.io Foundry), am crescut deja la 14 colegi, am făcut runde de investiții, parteneriate și lista poate continua.
Așa cum, dacă ești în căutare de inspirație pentru decor te duci pe Pinterest, dacă ești recruiter în căutare de candidați care vor întotdeauna să evolueze la locul de muncă, îi cauți pe Jobful. Fiecare platformă are specificul ei și ne-ar plăcea ca astăzi să afli ce candidați te-ar putea căuta la rândul lor.
Fie că erai obișnuit cu lucratul de acasă, fie că acest lucru este o noutate pentru tine, perioada aceasta vine cu multe provocări, dar și cu multe oportunități de... dezvoltare accelerată.
Jobful este mai mult decât o platformă de recrutare pe care îți construiești profil, aplici la job-uri și aștepți să fii contactat de companii.
Boasting cutting-edge IT infrastructure and one of the fastest-growing economies in the EU, it’s no wonder Romania is attracting investment and fostering one of the strongest startup cultures in the world.
You’re a recruiter. Seems pretty straightforward, right? Hiring managers tell you when they have an opening, you post the job description to appropriate job boards then wait for resumes to come in. Is there more you could be doing? What if we said there was actually a whole methodology out there focused on helping you build a talent pool of awesome candidates who might not even know they want to work for you yet?
When it comes to the end-to-end recruiting process there’s one piece of the candidate puzzle that continues to complicate things--the so-called “soft skills.” This is the candidate’s personality, their level of empathy, how well they work in a team environment, and so on. There’s just no good way to test for these, so frequently it comes down to the recruiter and their “gut feeling.”
By now you know that AI is...well...everywhere. No matter your sector, wherever you turn you’re seeing headlines about AI this and machine learning that. Recruiting is no exception, in fact, we’d say it’s probably one of the most impacted sectors of the business world. AI-powered software is already being used by a majority of major corporations for at least one step in their candidate journey.
You know that one guy...I think he’s in IT? The one who nobody can say precisely what it is that he does, yet the entire company went into a tizzy when he took an offer elsewhere. Everybody is sure the company will come grinding to a halt without him, yet they still can’t tell you what he does. Do you know how you’re going to find a replacement for that guy?