Latest news with #ApplicantTrackingSystems
Time of India
10-06-2025
- Business
- Time of India
7 proven techniques of using AI to land job interviews faster
The modern job market demands a strategic approach, and artificial intelligence has emerged as a powerful ally in your career journey. These seven AI-powered techniques can transform your job search from a time-consuming struggle into a focused, efficient, and results-driven process. 1. Resume optimization through AI analysis Most resumes are filtered out by Applicant Tracking Systems (ATS) before they ever reach a human recruiter. These systems scan for specific keywords and formatting, often disqualifying even qualified candidates. AI-powered resume analyzers address this challenge by extracting key terms from job descriptions and evaluating your resume's compatibility with ATS criteria. They offer detailed feedback on missing skills, suggest industry-specific language, and recommend formatting improvements. By analyzing patterns in successful resumes, these tools help you create an application optimized for both automation and human review, dramatically increasing your chances of landing an interview. 2. Intelligent job matching and discovery Traditional job searching often involves sifting through countless irrelevant listings. AI-driven job matching platforms streamline this process by analyzing your skills, experience, career goals, and salary expectations to surface highly relevant opportunities you might otherwise miss. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like This Device Made My Power Bill Drop Overnight elecTrick - Save upto 80% on Power Bill Pre-Order Undo These platforms learn from your application behavior and preferences, refining their recommendations over time. They also assess roles based on transferable skills, career trajectory, and cultural fit. Some advanced systems even predict which positions offer the greatest long-term growth potential based on your profile. 3. AI-enhanced interview preparation Interview anxiety often stems from uncertainty and a lack of preparation. AI interview tools provide realistic, tailored simulations for your industry and role. These platforms assess your responses, tone, pace, confidence, and communication clarity. Mock interview systems present role-specific questions, including behavioral and situational scenarios, while offering real-time feedback. They track your performance across sessions, enabling you to build confidence through practice. Some tools even evaluate non-verbal cues to help you present yourself with confidence and professionalism. 4. Automated cover letter generation Writing tailored cover letters for multiple roles can be time-consuming. AI writing assistants simplify this by analyzing job postings alongside your background to generate customized cover letters that highlight your relevant experience and align with employer expectations. These tools maintain a professional tone, ensure formatting consistency, and incorporate industry-specific language. They help you adapt your core achievements to different roles, crafting compelling narratives that clearly articulate your value. To ensure authenticity, it's important to provide detailed input and review each letter before submitting. 5. Strategic AI-driven networking Effective networking is about connecting with the right people in the right way. AI networking tools analyze professional profiles and company data to recommend ideal contacts, personalized outreach strategies, and optimal communication styles. These tools suggest mutual connections for warm introductions, offer conversation starters based on shared interests, and identify the best times to reach out. Some can even analyze personality traits from public profiles to help you craft messages that are more likely to resonate and build lasting relationships. 6. Personalized skill development planning To stay competitive, you must continuously develop skills that align with evolving market demands. AI-driven learning platforms compare your current capabilities with job requirements and suggest targeted learning paths. They track industry trends, predict future skill needs, and recommend courses, certifications, and soft skill development opportunities. These personalized learning plans help you remain relevant and demonstrate your commitment to growth—valuable traits in the eyes of employers. 7. Market intelligence and salary optimization Smart career decisions require access to comprehensive market data. AI-powered salary analysis tools aggregate and analyze compensation data across industries, companies, and locations to provide accurate salary benchmarks. In addition to pay data, these platforms incorporate company reviews, growth trends, and employee satisfaction metrics to deliver well-rounded market insights. They can also guide your salary negotiations by offering personalized strategies based on your skills, location, and market conditions. Integrating AI for maximum impact To get the most out of these tools, it's crucial to integrate them into a cohesive job search strategy rather than using them in isolation. Start by evaluating your current position and identifying skill gaps. Use AI to optimize your resume and online profiles, then leverage job matching and networking tools to uncover new opportunities. Prepare thoroughly with AI interview tools and use market intelligence platforms to evaluate and negotiate offers. This systematic, AI-enhanced approach allows you to maximize your job search efficiency while maintaining authenticity in your professional interactions. The future belongs to professionals who know how to harness AI to unlock opportunities, sharpen their skills, and make data-informed decisions that lead to lasting career success. Is your child ready for the careers of tomorrow? Enroll now and take advantage of our early bird offer! Spaces are limited.
Scoop
21-05-2025
- Business
- Scoop
Nintex Launches Pre-Built Onboarding Solution Cuts Ramp Time And Admin
Press Release – Nintex Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent … Sydney, AU. — May 21, 2025 — Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organisation. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organisations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organisations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customise approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organisations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitises complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. About Nintex Nintex, the possibility engine™, helps companies unlock the power of endless possibilities. Today, more than 8,000 public and private sector organisations across 90 countries turn to the Nintex platform to automate how work gets done, remove friction from business processes, and unlock the full potential of their people. Learn more about how Nintex and its global partner network are propelling people, work, and business forward at
Scoop
21-05-2025
- Business
- Scoop
Nintex Launches Pre-Built Onboarding Solution Cuts Ramp Time And Admin
Press Release – Nintex Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent … Sydney, AU. — May 21, 2025 — Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organisation. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organisations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organisations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customise approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organisations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitises complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. About Nintex Nintex, the possibility engine™, helps companies unlock the power of endless possibilities. Today, more than 8,000 public and private sector organisations across 90 countries turn to the Nintex platform to automate how work gets done, remove friction from business processes, and unlock the full potential of their people. Learn more about how Nintex and its global partner network are propelling people, work, and business forward at
Business Wire
20-05-2025
- Business
- Business Wire
Nintex Announces New Pre-Built Solution to Streamline Employee Onboarding for Organizations
BELLEVUE, Wash.--(BUSINESS WIRE)-- Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organization. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organizations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organizations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customize approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organizations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitizes complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. To learn more about Nintex Employee Onboarding and other Nintex Solutions, please visit:
Hans India
24-04-2025
- Business
- Hans India
Tracing the Evolution of Tech Talent Acquisition in the Age of Tech & Innovation
Recruitment is dead! At least, the way we have conventionally known it. In fact, in the wake of growing workplace expectations of top talent, recruitment is no longer about rapidly filling up vacant positions. Talent acquisition, by contrast, is a more proactive approach, emphasizing workforce planning, employer branding, and creating a compelling candidate experience. The seismic shift can be felt across the top echelons of the corporate world. The same thought was recently shared by Cognizant, pressing the need for modern organizations to distinguish between recruitment and talent acquisition to reframe their hiring strategies and meet the evolving demands of today's workforce. Tech Evolution Reshaping Recruitment It's a brand new world, after all! The landscape of tech recruitment is rapidly evolving, given its deep interplay with technology. Here's how: The advent of AI-led automation— As per BCG, 70% of the companies experimenting with AI or Gen AI are doing so within HR operations, and within HR, the top use case is for talent acquisition. AI is automating a host of marketing and admin-related tasks for HR, in addition to reducing human bias and making the process more inclusive and quicker! As per BCG, 70% of the companies experimenting with AI or Gen AI are doing so within HR operations, and within HR, the top use case is for talent acquisition. AI is automating a host of marketing and admin-related tasks for HR, in addition to reducing human bias and making the process more inclusive and quicker! Decision-making becomes data-driven— By leveraging the power of analytics, recruitment firms and hiring organizations are making informed hiring decisions. This includes discerning trends in candidate behavior, sourcing effectiveness, and hiring outcomes. By leveraging the power of analytics, recruitment firms and hiring organizations are making informed hiring decisions. This includes discerning trends in candidate behavior, sourcing effectiveness, and hiring outcomes. Virtual & Remote Hiring— With the rise of remote work, there is a growing demand for virtual recruitment tools and platforms. As online assessments, video interviews, and virtual onboarding gain mainstream prominence, companies get to access a global talent pool. Evolution of Modern Tech Recruiter The role of a tech recruiter hasn't remained in silos; instead, it has evolved with the ever-changing tech landscape. As traditionally relevant tasks like creating and posting job alerts, promoting it, and doing an initial screening round are getting automated, tech recruiters must adopt the emerging skills and capabilities to maintain their competitive edge. Here's how: 1. A deeper tech proficiency—To begin with, recruiters today need to be proficient with Applicant Tracking Systems (ATS), data analytics, and AI recruitment tools. However, that's only the starting point. Given today's tech evolution, a good understanding of emerging technologies like AI, cybersecurity, blockchain, etc., is crucial. An ideal tech recruiter today is one with an engineering background who understands the rapid changes the sector is going through and can seamlessly bridge the gap between ambitious companies and skilled talent. 2. Futuristic Thinking—Recruiters need to think beyond filling the immediate vacancies. Instead, they need to focus on the long-term business goals, plan the workforce ahead of time, and build optimal talent pipelines. The need for tech recruiters to be 'people persons' and build long-term associations with a diverse crowd has never been more important than right now! 3. Enthralling Communication Skills—Comprehension & Communication are the two most important skills for tech talent acquisition. To comprehend the requirement, discern the talent needs, and effectively communicate the same is the need of the hour, as various firms compete for top talent in tech. 4. Inclusivity & Awareness—Diversity & inclusion has become one of the top priorities for companies in present times. Tech recruiters need to not only respect but share these values of the organization. Finding a candidate who is the right culture fit for the organization and vice versa has become mission critical in the present times. Best Practices for Top Tech Talent Acquisition To easily navigate the world of modern-day tech recruitment, which is only getting more complex with every passing day, organizations can adopt the following strategies: Brand Building for the Employer— Building a brand that's highly coveted in the tech world is the most effective way to attract top talent. However, it's not every day that one gets to hire for Google, Meta, or Microsoft. And there lies the creativity and awareness of tech recruiters to present the core company values and cultures and create a brand that's so distinguished from others in a competitive job market. Building a brand that's highly coveted in the tech world is the most effective way to attract top talent. However, it's not every day that one gets to hire for Google, Meta, or Microsoft. And there lies the creativity and awareness of tech recruiters to present the core company values and cultures and create a brand that's so distinguished from others in a competitive job market. Providing an Impeccable Employee Experience— To our partner firms seeking top talent, we always advise that their current employees are the best network that they can get hold of when it comes to attracting top talent. Referral job hires offer one of the best returns on investment for companies while combatting attrition and saving a lot of time and effort that would have otherwise gone into orienting and helping the new recruit get better acquainted with the company. To our partner firms seeking top talent, we always advise that their current employees are the best network that they can get hold of when it comes to attracting top talent. Referral job hires offer one of the best returns on investment for companies while combatting attrition and saving a lot of time and effort that would have otherwise gone into orienting and helping the new recruit get better acquainted with the company. Build Relationships, Sans Agendas— At the firm, we recommend all the recruiters go and hang out where the top tech talent hangs out, whether it's a comedy gig or a gaming event, etc. The secret is to build long-term relationships with the talent, whether they are looking for a job upfront or not. At the firm, we recommend all the recruiters go and hang out where the top tech talent hangs out, whether it's a comedy gig or a gaming event, etc. The secret is to build long-term relationships with the talent, whether they are looking for a job upfront or not. Provide a delightful hiring experience— As per a BCG survey of 90,000 employees across 160 countries, it was discovered that the majority (52%) of candidates will decline an attractive offer if they had a negative experience during the recruitment process. Thus, integrating AI-led automation in HR recruitment is not enough; companies should focus on providing a world-class experience at the initial stages; the process should be clearly defined, and a candidate should be moved swiftly between different stages and rounds of discussions. To conclude, traditional hiring functions are a passe and the job of top tech recruiter is evolved to encompass branding, strategy, perception management, and well, of course, a deep and sound understanding of technology. The evolving landscape requires recruiters to embrace technology and implement forward-thinking approaches to best navigate the modern-day job market. (This article is authored by Mr. Praveen Tiwari, Co-Founder and Lead Tech Hiring, Scrabble)
