Recruit-a-thon

Candidate Profile Management

• Develop a platform that enhances employer branding in order to attract highly skilled tech talent to the organization—by showcasing company culture, employee happiness indices, authorized certifications, career growth opportunities and others.
• Build a suggestion/recommendation engine that automatically vets and picks out potential hires from job sites, based on the skill sets advertised by the organization.

Process Management

Considering factors like notice periods and competing offers, it is absolutely necessary for recruiters to keep candidates engaged. Hence, a tool that will allow recruiters to upload content and schedule emails, showcase growth opportunities within the organisation via career graphs, etc.—could definitely help combat the problem of drop-offs once offers are made.

• Create a tool to automate the hiring of tech candidates with a minimum turnaround time.
• Build a tool that assists recruiters to engage with candidates from when an offer is made to until they are onboarded in the organization.

Education and Learning

• Analyze data on global hiring trends for tech talent and develop a dashboard to convey the same.
• Build a platform based on API-adoption for recruiters to be updated on recent news of the tech industry such as up-and-coming technologies, new platform/application/toolkit launches, trending topics for developers, and global hiring trends.

Communications Management

• Identify and execute solutions to make the hiring process more transparent; conveying information such as the number and description of interview rounds, compensation offered, expected turnaround time for final results, and the like. Include a channel for seamless communication between applicants and recruiters throughout the hiring process.
• Develop a tracker system for applicants to view their current status of progress in the interview process, and compare it with an overview of other applicants for the same role.

• Propose technologies and solutions to help recruiters and developers stay on the loop with the hiring process, receiving prompt result statements, irrespective of the outcome.

• Build a platform similar to LinkedIn, wherein developers can display the multiple projects they have worked on and skills they have acquired, also allowing recruiters to search through and filter out candidates based on the skills required for a specific role.

• Create an application to identify and track compensation benchmarks for tech roles that are based on factors such as industry, region, company size, and the like.
• Build a system to minimize drop-offs after recruiters confirm an offer.
• Develop a platform similar to Glassdoor, wherein recruiters can anonymously add reviews and ratings for candidates.
• Build a platform, wherein organizations can post upcoming hiring drives, and freelance recruiters can view and apply for these projects to work as a talent acquisition partner.
• Suggest technologies/tools/applications to further improve the overall hiring process and experience, across the board.