Please give us a bit of background to Rooster and the solutions you provide?Rooster was created to take the pain out of candidate interview scheduling. Schedulers and TA teams spend a lot of time going back and forth with candidates and internal hiring teams to schedule an interview. Rooster reduces that effort by 90%+ and allows TA teams to focus more on recruiting instead of scheduling.
What are the benefits of using Rooster in the recruitment process?In addition to reducing the scheduling effort by more than 90%, Rooster enhances both the candidate and interviewer experience. It helps companies keep it nice and consistent, and ensure that details are not missed in the interview process. Also since the ‘scheduling’ function tends to be a very high turnover job, Rooster doubles as an interview scheduling process manager. Because it is template driven when new schedulers are onboarded, there is much less room for error. A more consistent interview experience is possible as people cycle in and out of scheduler roles.
How does the platform work?The platform connects to any number of email systems that a company may have. These can be either GSuite or Office365. In addition it connects to any web conferencing platform(s) a company may have as well. Once the connections are made, Rooster orchestrates all the activities necessary for a seamless interview scheduling experience.
What are some of the main recruitment trends to watch this year?Getting top talent is more competitive than ever before. Companies will try to accelerate their recruitment/interview process so that they can evaluate and onboard candidates as quickly as possible.
In your opinion, what is key to a successful recruitment strategy?A successful recruitment strategy must have the following components and drive to make them as efficient and effective as possible. 1. Sourcing – Are you finding quality candidates to fill your positions? Are qualified candidates applying for positions?
2. Efficient Recruitment Process – how long does it take to evaluate a candidate and move them to offer? Time to fill and time to hire are key measures. Any given company needs to be able to tell how well its doing against its peers within their respective industries and ensure they are more efficient.
3. Employment branding and being able to convey your company mission and vision is key. For example, if you are a high tech company that is known for cutting edge technology, having a more ‘high tech’ interview process will convey that to the candidates effectively.