10 reasons to choose the Talent Search platform for your company

Human resources are the fuel of business, and nobody doubts that any more. Managers realize that the success of their processes is proportional to the talent they manage to attract and retain.

The big question is: how to get the best professionals in a fast and efficient way?

Well, the key word would be automation, but we know that this automation has to be in the right measure and focus especially on the more administrative aspects, really a digital transformation in the HR sector. This way, HR teams can focus on the human factor and add value to recruitment processes and give more attention to teams.

To have time to maintain this human component and make the process more agile, expert help is always welcome. A talent search platform will make the difference, you just have to choose the one that best suits your company.

Match between supply and demand

A talent search platform will facilitate the match between supply and demand of candidates and will always be aligned with the needs of organizations.  It will also make the recruitment processes more agile, based on concrete information about the candidates and presenting reliable reports to the recruiters. In other words, it is necessary to “separate the men from the boys”, which is like choosing the best candidates with the right fit for the function.

If your company has a large volume of vacancies, the use of a talent search platform is even more important, otherwise you will have to have a very large team of professionals to manage the process. 

There is recruiting software on the market specially developed to help HR and technology managers choose the best professionals, you just need to choose the platform that best fits the needs of your company and start using it.

10 reasons why a talent search platform makes a difference:

1. User-friendly

This type of platform is simple to use and its integration with the recruitment processes is simpler than it seems. Recruiters do not have to be afraid because they will adapt to it in “peanuts” and will intuitively understand how to take advantage of the functionalities of this type of solution.

2. AI-qualified talent base

With Artificial Intelligence, recruiters now have a technology that can significantly increase the performance of recruiters in their search for the right talent. Thousands of profiles and data are analysed in seconds and profiles that are compatible with the needs of the position open in the company are screened. On the Conquest One CQ1 Talent Search platform, in order to identify, analyse and select the best talent in the technology area, artificial intelligence and technical and behavioural analyses are used to ensure the perfect match between the hard and soft skills of the professionals and the needs and culture of the client.

3. Online power without borders

With a talent search platform, the “face-to-face” concept no longer makes sense. Online adds speed and the eye-to-eye contact that candidates appreciate, without borders or other geographic barriers. Completely integrated with the database, the platform sends the invitations for interviews without the need for other tools. For example, the Conquest One CQ1 Talent Search platform presents a list of compatible profiles and facilitates communication between the parties, allowing the sending of invitations to professionals and the scheduling of interviews.

4. The entire recruitment process in one place

With a talent search platform, the selection and recruitment process (vacancies and applications) are centralized, and all information related to it is accessible and available to the recruiter at any time during the process.  The manager can locate the profile and conclude the hiring without leaving the talent search platform.

5. Cost reduction

The greater speed and precision in the selection of resources represents considerable savings for the company, which is no longer dependent on other human and technological resources. The centralization of the process and the technology also bring greater availability for future recruitments, avoiding the opening of new processes, since there are platforms, such as that of Conquest One CQ1 Talent Search, which allow client companies to access a database with highly qualified professionals in the most varied technological areas who can always be invited, without the need for other dissemination platforms. 

6. Tailored plans for each recruiter

Recruitment needs are not always the same for all companies and having the flexibility of being able to use a platform that takes in to account these particularities is important. This way recruiters can invite only the profiles in which potential is identified and invite according to their internal needs. For example, with Conquest One’s CQ1 Talent Search, recruiters can count on three differentiated plans for accessing candidates based on a credit model. In the Start plan it is possible to send 50 invitations per day during three months up to a total of 50 successful recruitments. In the Professional plan, you can send up to 500 invitations per day for six months, up to a total of 500 accepted invitations. Finally, the Enterprise plan has no limits. You can send as many invitations as you want and unlimited accepted invitations for 12 months.

7. Human Centred – Candidate Journey

One of the biggest challenges for the recruiter is to provide the best candidate experience and to know the candidate well, making the selection processes better, more effective and transparent for recruiters. Talent search platforms help define the candidate journey and help the recruiter to focus not only on candidate competencies but also on their soft skills, who they are as people and how they relate to various challenges. This candidate journey describes the entire recruitment process, from initial contact (invitation) to hiring, and should be designed in a flexible way, so that each candidate feels that the journey has been tailored to their profile. By defining this journey, companies can have a better chance of reaching the right people for each position.

8. Analysis of the results

On the talent search platform, managers can access the key indicators of the hiring processes and thus produce analyses that support smarter talent attraction and retention decisions. At the same time, these analyses allow managers to understand the behaviour of the various candidates and thus design future recruitment and requirements definition processes.

9. Innovation and Technology – Digital Transformation

At a time when the world is moving towards digital transformation, it wouldn’t make sense for HR departments not to step up to the plate and ensure their processes are efficient with the application of innovative technologies. The results are compelling and the word optimization is prominent, ensuring that companies are in pole position to attract new talent.

10. Information Security

If in other time, personal data security was a concern for companies, especially regarding the data of their human resources, today, this theme increases it importance with the GDPR. The General Data Protection Regulation (GDPR) has made more restrictive the use of candidates’ data, which will have the right to be forgotten and not to appear in the database of the companies that create recruitment processes. By using a talent search platform, this issue is ensured.

Regardless of the solution you choose, remember that strategic planning for your hiring is essential. A talent search plataform contributes greatly to the efficiency of the recruitment process, helping to speed up processes, open more efficient internal and external communication channels and consolidate the image of the organization as a trustworthy and interesting entity for candidates to develop their professional activity.

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