20 seconds. That’s how long it takes to make a first impression. And first impressions tend to be tenacious. So we’re constantly torn between our desire to let our human instincts shine through and our performance challenges.
The best way to reconcile the 2 is to establish a well thought-out operating procedure to limit our cognitive biases as much as possible, while allowing us to concentrate on the candidate as a human being.
We have organized a webinar with our partner WeSuggest, a platform dedicated to the assessment of soft skills, on the place of the human being within the recruitment process. In this webinar, we look together at the best practices to adopt throughout the recruitment process: sourcing, pre-qualification and qualification, candidate pathway, communication, interviews, selection, etc.
Here’s a summary of 10 key points.
What our customers say
They recruit with Beetween
Previous
40%
reduction observed in recruitment time
Piles of CV several metres high were accumulating in the premises, and there was no classification system to properly exploit this data. Beetween allows the CHU to save time spread over the entire recruitment process!
Sandrine Perhirin
Head of Partnerships & Communication DRCI
72%
of our clients see an improvement in their candidate experience
Beetween has transformed our candidate monitoring: more qualitative while allowing quantitative monitoring, our Recruitment team has greatly improved the management of recruitment needs and returns to candidates.
Thérèse Delibes
HR manager
80%
of users recommend Beetween
Beetween has allowed us to standardize recruitment processes within the Armonia group, but not only! We were also looking for an easily adaptable tool, and a provider capable of supporting our recruiters over the long term. Beetween met all these criteria!
