Career
HR plays a key role in every corporation. Finding the right job is time intensive for a candidate, and finding the right candidate for a job takes recruiters just as long. Thanks to process automation solutions like the Softgarden candidate management system, HR experts can streamline their operations and focus on building long-term relationships with employees.
Softgarden’s recruitment software facilitates candidates’ job searches via an integrated network of free and paid job sites. Candidates’ CVs are stored in one GDPR-compliant place where recruiters can assess them in line with each company’s hiring criteria.
Aleksandra Pakush
”AsstrA is actively working to automate business processes across the company, and recruitment is no exception. The HR team's decision to purchase Softgarden software in February 2021 was based on several goals, including:
- making it faster to fill vacancies by eliminating routine activities like publishing openings on job sites, inviting candidates to recruitment meetings, and evaluating feedback from leadership,
- providing participants with transparency at every stage of the recruitment process,
- creating an internal database of candidates by region,
- strengthening employer branding through better candidate experiences, and
- eliminating the risk of losing information about candidates,”
says Aleksandra Pakush, director of Human Resources at AsstrA.
Thank to the data analysis possibilities provided by Softgarden, potential employees and the HR team can be sure that selections are made exclusively on the basis of qualifications and experience rather than personal preferences. A candidate whose profile is properly matched with job requirements early in the recruitment process is more likely to stay with the company over the long term. Using the mobile application, candidates can get faster feedback on the recruitment process so as not to delay the decision-making. Softgarden also makes it easier for recruiters to store data about people recommended as potential candidates and people identified through other means, e.g. Linkedin, Facebook, or Xing.
“We are constantly looking for experienced employees with proven skills as well as people who are just taking their first steps on their professional paths. Thanks to feedback from recruitment participants, we can optimize job application processes. We want talents to perceive AsstrA as an attractive employer,” explains Aleksandra Pakush. “That is why we try to keep people interested and motivate them to stay with the company longer. Our people are our business’ primary asset, and our long-term goals include engaging them in the life of the organization, encouraging them to stay with us, and improving our onboarding program.”