Hello all, We are hiring at a fast pace. Our TA team is small and learning as we go. We can do the backend work of scheduling interviews, followups etc., but sorting resumes or sourcing candidates takes a lot of time. How do others tackle these challenges?

Application tracking is the best way , some ATS are AI equipped and ranks the profiles received according to the key words mentioned in the JD, also filters can help in more relevant profiles along with AI ranks

The entire activity can be outsourced from posting requirements till selection done. You can refer this company https://www.linkedin.com/company/jobtwine/

If you're hiring in tech, I would suggest try Cutshort.io

Hey @Ritu Singh So interview will be taken by their team only? By jobtwine team?

Hi @Parth Sharma. Equip can help you with automated skill assessments for both tech and non-tech roles so that you do not spend time reading every CV and quickly shortlist the most eligible candidates based on the skills required for the role. Your team will save time on scheduling interviews only with the most promising prospects from the applicant pool thus also reducing time spent on follow ups. Happy to connect to discuss this further.

I have faced a similar challenge is my organization, where we were hiring around 50 to 70 employees a week. We segregated the work into - High Cost and High Impact Work, Low Cost and High Time Work. Sourcing, Screening and Interviewing were classified as High Cost and High Impact Work, as when they are outsourced - the cost is high, also if done incorrectly they impact the business. So they were done by the team. Also when the team's bandwidth used to get stretched - we used to outsource - low cost positions, and still keep the high cost position sourcing with us. We were also able to save time by introducing screening criteria of Aptitude Tests, and Video Interview Pitches. Only those who scored above a particular threshold were taken to the Video Interview Round, and Later those whose communication skills were upto the mark in the Video Interview Round - were taken for the final round of interview - where there was in person investment of time. The Data Entry, Coordination etc - where the learning is quick, and is non value added - was done by Contract Employees - who were relatively low cost resources. Alternatively depending on your budget - there are softwares which can automate these entire process, and also Consultants to whom you can outsource the entire process. Your approach will depend on the budgets that you have.