Pipelining Strategies for Upcoming Ramp-ups

In this virtual discussion, Ben Bagg, Director of Partnerships at Talkpush, along with Gillisa Pope, Director of Sourcing Design and Strategy at WilsonHCG talk about what pipelining looks li...
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January 2016 : More data & more volume

In the last 2 years, I was openly skeptical on the big data buzz, particularly in the HR domain. I argued that with most HR departments struggling to produce even basic reports such as employee headcount or recruitment channel breakdown, the time for fancy algorithms was yet to come. But things are changing. In my regular meetings with HR heads, I now regularly come across a new breed of technology-savvy talent acquisition professionals who are asking for more data to crunch. In response, we have launched a data dashboard to track the effectiveness of each recruitment campaign. Read on for this announcement, along with more company and industry news.

 

NEW FEATURE

 

More campaign data
When logging in, Talkpush users now see two key metrics on their recruitment campaigns: the participation rate and the selection rate (% of candidates shortlisted). Should our users like to receive their own customized reports, we will gladly generate them after a consultation.

 

COMPANY NEWS

 

An interview every 3 minutes
An interview every 3 minutes. 20 candidates per hour. That’s the pace at which Talkpush has been processing candidates over the past month. As the hiring season comes into full gear, we fully expect this pace to increase. We have built redundancies so that we can process hundreds of phone interviews every hour.

 

 

SHOWCASE

 

 

MaBelle lets the talent talk!
Hong Kong-based diamond retailer MaBelle has partnered with Talkpush to accelerate its hiring of sales retail staff across Hong Kong. The main sourcing channel used will be Facebook, with hundreds of job seekers to be invited to participate in an automated phone interview via this job ad page.

 

 

SERVICES

 

Improving the “show-up rate”
Are you suffering from a high rate of “no shows”? Those are the candidate who fail to come to the face-to-face interview they have preciously agreed to attend. We can increase candidate engagement, shorten the recruitment cycles and ensure better communications with shortlisted candidates. We’d be happy to share our experience with your team.

 


 

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