11.5 million unfilled jobs – a new record number. However, the number of applications per job has been declining for 2 years. That means not enough candidates to fill all the positions. What now?

Is multiposting the right choice now?

Yes and no. It is still suitable as an important touchpoint in the early stage of the candidate journey ¬– 40% start their search on job boards. But in the current situation, it takes more than just “Post & Pray”.

Early adopter advantage: landing pages

Whether training programs or specific jobs – landing pages are optimized for the candidate’s specific search query and ensure maximum candidate conversions. How? Find out more in the download!

The war for talent is getting tougher. If you want to attract suitable candidates, choosing the right software is crucial because not all suites are suitable for your company.

What do you want to accomplish with your software?

Both solutions pursue different goals, so you should clearly define in advance what you want to achieve with your software – digitize general HR processes or find and convince talent?

How your software checklist works

Use the checklist to determine whether your company should rely on a broad HR Suite or, better, on a specialized Talent Acquisition Suite. Download it now for free!

How should HR behave now that we can return to the office? And how important is this topic for your recruiting communication? We have taken a closer look at this topic in the second part of our study, “New Era of Work”.

This guide summarises how 3,561 applicants and 251 HR managers imagine the future of the office. Among other things, topics stand out such as:

• Work-life balance
• Ergonomics in the workplace
• Advanced training
• Digital networking

Download the free checklist and give candidates the remote working environment they want.

Based on our study “The New Era of Work (Part 2)” this paper will give you insights to:

• What type of workplace do candidates prefer?
• Advantages and challenges for employers regarding work at the home office?
• What role does OHS play in the home office?
• What is the perfect solution for both candidates and employers?

Download the free paper for an overview of our study findings and be prepared for the expectations of your future employees!

Conducting a remote interview is not a simple task. It may not be possible to discuss all issues as correctly as in a face-to-face meeting in the company. Reading the emotions and body language of the applicant via video interview is also very difficult. However, there are ways to improve the quality of a virtual meeting and make it as comfortable and valuable as possible.

Download this guide and never forget anything in future virtual interviews!

Has the spread of digitalization and remote work changed the habits and expectations of employees? Yes, of course! It also had a significant impact on the perception of recruitment processes. These adaptations are now the new normal.

In this summary, you can find the most important insight of our study, “The New Era of Work”. The online survey shows the perspective of both applicants and HR professionals.

Use this free knowledge and prepare your company for new challenges!

The same is true of the recruiting process itself. And in the case of the most coveted talent, those expectations are even higher. With the help of tools that allow you to speed up the decision-making process in your company by up to 60%, or tools that allow you to quickly and efficiently assess a candidate’s skills in order to decide on an offer as quickly as possible. In response to this need, softgarden invited Codlity to join the marketplace, which is a hub for partners’ offers and allows to enrich softgarden’s Talent Acquisition Suite with additional features useful for recruiters.

Codility is an evidence-based platform that helps hiring teams predict the real-world skills of their candidates at scale. This brings faster hiring, time savings, and gives engineers more time to solve problems that matter. We asked Natalia Panowicz – CEO of Codility about tech recruitment, how recruiters use their solution and how the pandemic has affected their business.

How is recruiting engineers different from recruiting for other positions?

Natalia Panowicz:

Recruiting top engineering talent is difficult because the need far exceeds the available talent. Meanwhile, every company is a tech company and competes for the same tech talent. As companies decentralize, the stage for this competition is now global. Traditional hiring practices where candidates have to jump through a series of hoops to get the job don’t work when trying to find top engineering talent. The most promising engineers are usually off the market within 10 days, so your recruiting tactics need to be flexible, fast, and enticing to beat out the competition. 
If you want great engineers to work for your company, you need to understand what they value. This goes far beyond a competitive salary. In Codility’s State of Remote Work report, we found that engineers find flexibility (in terms of being able to work remotely) and work-life balance more important than salary. Stack Overflow’s Developer Survey found that developers value learning new technologies, as 75% of respondents said they learn a new technology at least every few months or once a year.

How should a recruiter prepare when planning the recruitment process for technical positions?

Natalia Panowicz:

Streamline your tech hiring process from sourcing to pre-screening to technical interviewing to onboarding. There are new technology solutions available to help you create an efficient hiring process. Focus on technology solutions that help mitigate bias and make hiring decisions based on the candidate’s technical skills. Make sure you have access to the talent you need when you need it. Evaluate talent internally to ensure you have the right people you need to continue to grow your business. Identify where gaps exist and try to fill those gaps. Coding challenges can be a great way to attract talent into your pipeline.
Align your business goals with your hiring efforts to strategically plan for the future. Make sure the hiring team is aligned with the leadership team when it comes to the company’s goals and the staffing needed to achieve them.

Find out how we make tech recruiting easier

Let our experts present the Talent Acquisition Suite from softgarden.

Book a Free Live Demo

Is Codility a tool for hiring managers or recruiters? Do you offer support for recruiters entering IT who have no knowledge of how to review technical applications?

Natalia Panowicz:

Codility serves both recruiters and hiring managers. The Codility platform allows recruiters and hiring managers to test real-world skills for all roles, programming languages, and frameworks at all levels of difficulty, conduct remote technical interviews and create sponsored challenges to find candidates. You don’t need to know any programming to navigate Codility’s user-friendly platform.
We offer training videos for those who are new to the Codility platform. These training videos give a general overview of the platform, walk users through step-by-step how to create a test, how to invite candidates to take a test, and for the tech-savvy, we even offer the opportunity to try out a test.

Our Customer Success team is ranked #1 on G2 for best relationships. Customer support is at the heart of what we do. Depending on the stage of your plan, you will have a designated Customer Success Manager, who will work with you and your team to support you every step of the way.

What is the profile of the average customer using Codility?

Natalia Panowicz:

Codility serves companies of all sizes in all industries looking to improve their technical hiring process. We have 1000+ clients worldwide and work with the best of the best in technology, finance, government, e-commerce, transportation, and entertainment. Our clients include Microsoft, Amazon, AmericanExpress, Citi, PayPal, Okta, and more. Our plans scale from startups to the Fortune 500, and in terms of the number of engineers companies hire per year, we typically work with companies looking to hire five or more engineers within 6-12 months.

What about a candidate who participates in multiple recruitments for companies that all use Codility? Is there a risk that the test will have to be repeated?

Natalia Panowicz:

The likelihood of this being the case is very unlikely, as different companies have different tests and Codility has an extensive task library that allows for different tasks, even when assessing the same skills.

Do you see the impact of the current pandemic on your business? Is demand increasing?

When the pandemic started, we helped our clients move thousands of scheduled onsite interviews online in a very short time. We have a client base that spans 76 countries and tests candidates from 179 countries – so candidates come from all corners of the globe. 

We had to work quickly to help our clients transition to remote hiring and remote work to minimize the impact on the scalability of engineering teams. At the same time, we saw a 3x increase in demand for virtual interviews through our CodeLive platform in the U.S. alone, as companies across all industries have moved from on-site interviews to remote interviews since the pandemic. 
Companies are now completely forgoing on-site interviews and relying entirely on remote hiring to fill their gaps. We’ve seen some of our clients interview over 100 candidates globally in a week; these are numbers we don’t normally see in such a short period of time and reflect the incredible increase in remote hiring that is happening right now. We are so pleased to have the right technology solution to help our clients solve their remote hiring challenges.

COVID and the shift to remote working have accelerated technology adoption across all industries, which means every company now truly needs to act as a tech company. This means that proper staffing of the engineering team becomes strategic. Failure to do so will impact long-term competitive advantage.

Natalia Panowicz

Natalia Panowicz is the CEO at Codility, where she has held key roles since joining as one of Codility’s earliest employees. She expanded Codility from Europe into the US, securing $22M in venture capital along the way, and is leading Codility on a mission to increase the problem-solving capacity of engineering teams worldwide. 

“Where did the idea for this webinar theme come from? It came from my thoughts that we as recruiters are often treated step-motherly in organisations. We are responsible for attracting and onboarding candidates, but rarely receive adequate support ourselves. When we start working in a company, we are usually given a list of possible questions to ask the candidate, and all the rest of the knowledge and know-how we have to acquire on our own. This is not so easy, especially since the recruiter is the first line of contact between the candidates and the company and is responsible not only for the effectiveness of recruitment, but also for building the image of the company as an employer. Moreover, a recruiter is not only a person who arranges appointments and conducts interviews, but also performs a number of tasks ranging from organisation to communication and graphic design,” says Joanna Urbańska about the idea behind our event for recruiters.

Who is the recruiter in the organisation?

A major challenge for most recruiters is the need to balance the expectations of the company with those of the candidate. The question is how to do this in a meaningful way so as not to forget one’s own well-being at work in the pursuit of perfect completion of all tasks. Is it even possible to reconcile these two perspectives? The key to success can be ongoing education within the company about the true scope of the recruiter’s job and the responsibilities that lie within that role. A good starting point is also to write down all of the important factors that a recruiter needs to consider in their job, both from the company and the candidate

Areas of responsibility for the recruiter from a business perspective:

• Candidate profile
• Candidate search sources
• Boolean Search
• CV pre-selection
• Screening
• Appointments
• Calendar scheduling
• Rescheduling appointments
• Conducting meetings
• Objective assessment of the candidate
• Advice on candidate selection
• Employment formalities

• The first working day in the company
• Onboarding
• Reports and statistics
• Time
• Keeping you up to date
• Recruiting System
• Recruiter evaluation surveys
• Attractiveness for customers
• Standardise behaviour and training of managers
• Build engagement
• Impact on turnover

The recruiter’s areas of responsibility from the candidate’s perspective:

• Candidate Journey Map Graphics
• Marketing Activities
• Sales Activities
• Feedback to Candidates
• Process Standards
• Atmosphere building
• Surveys at different stages of recruitment
• Communication plan (emails, text messages, phone calls)
• Employer Branding
• Career Page

• Social media
• Positive Candidate Exprience
• Job fairs and events
• Cooperation with universities
• Application form
• Availability of candidates (time and channels)
• Workshops, group recruitment
• Video solutions
• Online recruitment

“The above points are the examples that first came to mind. This is not a closed list as each recruiter’s work may vary. Developing the above list that is appropriate for a particular company and the scope of a recruiter’s job is a good starting point, including becoming aware of what you are responsible for in a company and starting discussions, whether with the company or the manager responsible for organising the work of the recruiting department, about the scope of the activities performed. Time is the resource we lack the most, and without starting a discussion about the role of the recruiter in the organisation and prioritising the tasks assigned to him, we condemn ourselves to constantly weighing up between them, with the risk of abandoning some of them, perhaps the important ones,” advises Joanna Urbańska to recruiters trying to define their role in the organisation themselves.

In addition to making the list above, it’s also worth considering what tasks we can do in collaboration with others or by using modern tools that allow us to automate work or create modular career pages, for example. All in order to generate more time for the most important part of a recruiter’s job – building relationships with candidates, conducting quality interviews and optimising internal and external processes.

It is also worth backing all this up with independent research. In the study Candidate Experience 2020, published by softgarden in the German market, some very important conclusions came to light – candidates are becoming increasingly impatient, both in relation to the application process (the maximum acceptable time for filling out a form is 10 minutes) and waiting for a response (maximum 14 days after sending an application). They also expect transparent processes as well as high quality and attractive job offers that give a real insight into future tasks. The ability to respond to them will increasingly determine a company’s recruiting success

Find out how we make recruiters’ jobs easier

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The company’s perspective and the applicant’s perspective – how do you reconcile this in practice?

Moving on to concrete examples of the conflicting expectations of companies and candidates of the recruiter, it is worth focusing on the issue of time. In the context of an organisation, the focus will almost always be on getting processes done as quickly as possible. Unfortunately, this increased speed can lead to a loss of quality, while being of critical importance to the candidate. How can this be reconciled? Certainly technology can be supportive here, automating what is possible while still maintaining the individual approach to candidates. This can be done, for example, through an ATS that has the ability to send automated, personalised messages with feedback at various stages of the recruitment process. Of course, the tool itself is not the solution to the problem, but developing good message templates adapted to different situations is a good way to speed up the communication with the candidate while maintaining high standards.

The subject of arranging meetings and interviews similarly presents itself. The days when the candidate agreed to every scheduling option are long gone. Today, they expect it to fit into their schedule, and in the age of online recruiting, they also want it to be technologically seamless. From the recruiting team’s perspective, on the other hand, it’s important to have a deadline that suits everyone. So how can you easily create multiple appointment proposals that suit all parties and meet the candidate’s expectations without wasting long hours on arrangements? Again, a technology solution that allows you to coordinate everyone’s calendars on the recruiting team and send the candidate multiple available time options for a meeting directly from the ATS system can help.

An important issue related to the mutual expectations of companies and recruiters is the topic of employer image. Companies want to attract the best candidates, but these candidates only want to apply to companies that they perceive as attractive. This is why all of a recruiter’s work is so important. He or she is the first person a candidate meets in the recruitment process, and also the person whose work is most often discussed on employer review portals. So, among other things, it is the high quality of the recruiter’s work that translates into the company’s ability to meet its needs in hiring top talent.

What about evaluations of the company as an employer? Do you ask candidates for their opinions or do you rely solely on external review platforms? These are of great interest to candidates and often make the final decision on whether to apply. For this reason, implementing your own system for soliciting candidate and employee feedback can be a way to boost your image, as evidence of the company’s transparency and openness to criticism, while also being a source of invaluable knowledge for candidates. It’s just important to do this in a way that conveys credibility, such as using a third-party solution that ensures all reviews are published and meet expression standards.

Conclusion

“From my perspective, the most important quality in a recruiter is a willingness to grow professionally. As a profession, we need to constantly reach for new solutions, listen to candidates and engage in mature discussion with the company. I was very pleased to see that when asked how they felt about their professional development on a scale of 1 to 10, the webinar attendees gave an average of 5.7. This shows that regardless of seniority, we are aware that we will never achieve 100% knowledge because our field is constantly evolving. That’s why I appreciate the recruiters’ work so much,” Joanna Urbańska sums up.

Cooperation with an expert:

Joanna Urbańska

Joanna Urbańska is an HR Business Partner, manager, trainer, coach, consultant and psychologist. She also runs a blog for recruiters. She is the author of articles for the HR Business Partner magazine, co-author of the HR Business Guide tool and belongs to the H2H initiative.

She has been working in HR for 6 years, with 5000+ recruitment interviews, as many satisfied candidates and employees, countless constructive conversations and feedback, including within the organisation. She has spent over 100 hours in the training room, followed by nearly 30 hours of coaching, which she continues to do.

Economic situation and labour market

There is no denying that the year 2020 has brought surprising changes in the labor market for everyone – not only in Poland, but all over the world. Wave after wave of pandemic austerity measures, a reduction in the activity of individual sectors of the economy with a simultaneous increase in demand for labor in several industries are events that no one had previously anticipated. Unfortunately, a pessimistic perception of the economic situation prevails among Polish entrepreneurs today – the 42nd autumn edition of the Randstad survey “Employers’ Plans” recorded a record low (compared to recent years) optimism index of entrepreneurs, which was -58. For comparison, it reached a level of +25 in May 2018. The assessment of the current situation of businesses also deteriorated significantly: In the last survey, only 48% of organizations declared that it is good or very good. A year ago, such an answer was given by 64% of them.

It is worth noting that the unemployment rate in Poland has been stable for several months, reaching the same level in November as in June, i.e. 6.1%. What are the employment plans for H1 2021? They are quite optimistic considering the current situation – 70% of companies plan to maintain the current level of employment and 17% plan to increase employment. On a positive note, the OECD forecasts an upturn in the global economy from 2021, but the extent of this will depend on the degree of control of the epidemic and the success of the vaccination programme. 

Not surprisingly, the current period can be described as a time of uncertainty for both employers and employees. Deciding whether to expand one’s team, even if the need exists today, is as difficult as deciding to change employers when one has tenure.

And how has the pandemic situation affected employee expectations? Adrian Martinez cites the result of the Kantar study: Covid Barometer 2019, according to which as many as 82% of respondents believe that companies should care first and foremost about the safety of employees, and 78% think they should also care about their health. According to the MJCC study “Employer Brand in the Face of the Pandemic”, as many as 55% of people expect the company to support them emotionally.

“It is worth noting that further action has resulted from these expectations in conscious companies. This is how I think it should look. Looking at these results is such a first point to draw conclusions on how to adapt the corporate strategy towards employees and candidates to the new reality in which we all find ourselves,” comments Adrian Martinez. According to the expert, the current times also require more action on the part of CEOs and company boards, as it is precisely from them that employees expect initiative in times of crisis. Therefore, especially in the first half of the year, companies that took care of, for example, a corporate status led by the CEO and regular corporate meetings with updates on the impact of COVID were particularly appreciated. “The pandemic has rendered the earlier list of top benefits obsolete – because what matters most today is the security and stability of the company, the transparency of its communications, and the confidence it has in its leaders. And these factors are what determine whether an employer is perceived as attractive by employees,” Martinez adds.

Are you planning to recruit in 2021?

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Recruitment in uncertain times

Despite the difficult situation on the labour market, many companies continued to hire employees in 2020. However, this proved to be more difficult than before, simply because they had to make the technological leap and fully digitise processes. For many companies, this was a complete novelty. And the transition to the digital world extended not only to the actual recruiting contact with applicants, but also to everything that precedes it.

The touchpoints between a company and a candidate that allow it to gain the candidate’s trust in difficult times have become more important. Among these, the career site occupies an important place – as that place on the Internet that should contain the answers to all the questions that may arise for the job prospect. It is now the company’s most visible business card on the web, and at the same time a place that is completely managed by the organisation, i.e. where it has full influence on the published content. For this reason alone, it is worth ensuring that it is relevant, reliable and up-to-date. The catalogue of materials that should be found on the careers page, i.e. job vacancies, data about the company and the team, the recruitment process guide and benefits package, photos and videos, should be published along with the organisation’s response to the situation from COVID along with a full set of information for the candidate. This enhances the credibility of the company and increases trust in the company.

Complete, informative job postings and an efficient application system work in the same direction. Candidates want to see that the company is prepared for online recruiting and has procedures in place to make the process quick and efficient. 

Of course, we can’t forget the power of referrals, which only become more important in tough times. There is no more reliable information for a candidate than the rating given to a company by candidates and employees, and no more valuable source of a job offer than a recommendation from a friend. It’s worth remembering that the presence or absence of recommendations is the best tester of a company’s actual image as an employer and whether the work within it is perceived as attractive by employees. If this is not the case, even the best bonus system for a recommendation is not much use.

“When I talk to my clients about candidate touchpoints, I also make them aware of what else we have before the careers site – especially social media. We can’t forget about them, and I look forward to all of us being more strategic about employer branding online in 2021. Employers’ social media presence should be the result of good thought about what a candidate needs from them, not an ad hoc activity,” says Adrian Martinez. “I always recommend starting by thinking about what content and formats are appropriate at each stage of the audience’s contact with the brand. Social media is extremely useful at three stages: to build brand awareness, to pique a candidate’s interest, and to encourage them to apply. But even if a person has already decided to apply, we can keep going – reassure them that they’ve done well and try to get them to stay in the process without hesitation. In a challenging year like 2020, it only becomes more important to reach out and hire the candidates who are actually a good fit for the company’s needs, and social media allows us to be very precise” – the expert concludes. 

Trends for 2021

What does Adrian Martinez, think will become increasingly important in the next year? During our webinar, he highlighted a number of areas that he believes will determine the competitive advantage of companies if used correctly.

He included: 

• Remarketing and its use to build candidate paths and optimise recruitment efforts
• The use of video formats in candidate communications with a focus on quality and originality of content
• The greater involvement of employees in employer brand communications
• The use of the potential of digitalisation in employer branding activities.

And what will the year 2021 look like in the world of HR? It’s the kind of year we go into without confidence that we can predict what will happen in the next 12 months. Certainly, many of the concerns and challenges of this year in the job market will be with us for a while. The digitisation of recruitment processes and approaching candidates in the online world are developments that are likely to be with us forever. What we can do is prepare for this as best we can by assessing the quality and effectiveness of what we have done so far.

softgarden: Thank you to Adrian Martinez for participating in our webinar and contributing to the summary above.

Cooperation with an expert:

Adrian Martinez

Specialization: Employer Branding & Recruitment Marketing 

Consultant, trainer and practitioner with many years of experience in the marketing and HR industry. He trains and consults on Facebook, Instagram and LinkedIn communications and advertising, as well as online brand presence strategies. He designs and consults Employer Branding strategies and recruitment processes from the communication side. 

Enthusiast of building and growing engaging online communities. Founder of the most active HR group on Facebook – I love HR.

A survey by the Institute for Competitive Recruiting (ICR) revealed: More than one in two recruiters (50.7 per cent) report that the number of applications has either remained the same, increased or even strongly increased, even in the current challenging situation. This shows: Recruiting is not standing still in many companies. Recruiters can build up good contacts to candidates in these times and fill vacancies quickly after the crisis.

Voting on a candidate from home – how is that supposed to work?

Recruiting is teamwork – there’s no change in that. And now everything has to be organised from home. That raises questions: How, for example, is the coordination on a candidate supposed to take place if the recruiting team is not at the same location but kilometres away from each other?

For this to succeed, the colleagues involved must, above all, organise themselves well. Functioning communication is the be-all and end-all. Because without the right level of exchange, there is a great danger of working at cross purposes instead of with each other.

What helps:

• Regular meetings should be maintained.
• To ensure that the human factor does not fall by the wayside, it is advisable to hold these as video conferences.
• Meanwhile, chats are suitable for short-term exchanges in groups or from team member to team member.
• Things that take a little longer can be exchanged by e-mail.

Exchange: Always in flux

Important: Communication in the recruiting team should never stand still. Otherwise processes get bogged down. Recruiters can take on the role of project manager – just as they would in the office.

To do this, you should always initiate digital communication in the team and actively exchange information with your colleagues, regularly share updates with them, ask questions and also remind them here and there about tasks. If you set a good example and communicate openly and transparently, you will encourage your colleagues to do the same.

Recruiting from home: avoid document chaos

However, it is not only important that all coordination processes are structured, but also that they are optimally documented and filed. For example, recruiting teams that repeatedly send documents and Excel lists back and forth in different versions via Outlook are likely to lose track of them at some point. Tip: Instead, store your documents in a cloud. The decisive advantage: everyone then works in one and the same document. Such uniformly designed processes take on a completely different significance and weighting than in the classic office routine, especially when you work from home.

It is even easier if all recruiting workflows can be processed in a uniform system. From the job advertisement to the communication, the coordination among colleagues to the final acceptance. Modern applicant management software can do just that.

In this, recruiting managers appoint a recruiting team for each vacancy to be filled. Using a role concept, each person in charge can access the information about an applicant and the application process that he or she is allowed to access from a data protection perspective. At the same time, each team member receives individual rights and can intervene in the process in the areas intended for them. For example, not everyone is allowed to send messages or even accept or reject a candidate.

Software-as-a-service solutions offer a great “home advantage”. The corresponding applicant management software runs on the provider’s servers and is made available to customers via the cloud. The servers on which softgarden runs are located in Germany and have been awarded for their special security. Recruiting teams can access the software from anywhere and at any time. No problems arise from the use of different versions, as the latest version of the programme is always made available and used.

How to design your workflows

Once an application has been received, recruiters can use an integrated algorithm in the applicant management system to compare how well an applicant fits a position. All those responsible can call up the respective results and the application documents of the individual candidates in the tool and evaluate them again individually: the talent fits or does not fit.

Once the decision has been made who should be invited to a job interview in the next step, the recruiter sends an invitation for a job interview via the applicant management system to the candidates the recruiting team wants to get to know better.

The job interview is also easy to organise from home. After all, what are video conferencing systems for? However, if you have an applicant management system that is up to date, you are also in luck here. They can use the integrated video function.

In a video interview, recruiting teams do not sit directly opposite an applicant, but they do get a fairly realistic impression of what makes the talent tick. Thanks to the recording function offered by an applicant management system, team members who are prevented from attending the interview can even watch it afterwards and add their assessment.

Time-shifted video interviews: What they are good for

Video interviews can also be conducted time-delayed in an applicant management system. This means: The recruiting team records the questions and sends these video snippets to the applicant. The team can also ask the questions in writing. The applicant then records his answers and sends his video answers to the recruiting team.

This can be particularly useful if candidates are in a different time zone. This way, you can still get to know each other in person and no one has to participate in a conference call at an inhuman time.

Evaluation of the video interview

The assessment of the video interview is also done quickly and easily in an applicant management system from home. There is an interview scorecard for this purpose. Individual criteria can be defined for each vacancy.

All the recruiting team has to do now: Award 1 to 5 stars for each criterion, with five stars for “perfect fit” and one star for “unsuitable”. Now the system automatically calculates which of the candidates is the best fit for the company or not.

Without an applicant management system, voting tools such as Doodle can be used if necessary – here, however, it should be noted that no personal data should be mentioned due to data protection. Better safe than sorry. After all, who knows on which servers the respective data is stored?

No need to worry about data protection

Users of an applicant management system, on the other hand, do not have to worry about data protection. All data is stored in a secure and certified data centre that meets the highest data protection and IT security standards. Legal deletion deadlines are also reliably adhered to. The system automatically deletes all data that is no longer required. It could hardly be simpler.

Conclusion: Recruiting from home is not rocket science. Thanks to digital tools, there need not be any delays in the process. The easiest way to manage remote recruiting is with an applicant management system. This ensures uniform storage of all information and well-structured process management from A to Z.

Are you wondering how softgarden can support you in recruiting directly from your home? We are happy to help you. Contact us at any time or arrange a Live Demo.