Imagine you have an exciting product (like Equip, of course!) that is aimed at Recruiters and Talent Acquisition (TA) folks. You know that your initial set of customers love it and they can't imagine their life without it.
Recruiting is a tough job but also a responsible and satisfying one. The hunt for the star candidate begins when the moment the applications pour in. And if you are wondering, "how can recruiters conduct preliminary screening"’ read
When we tell people that Equip is a pre-hiring skill assessments platform, a few of them say, "Oh, candidates don't have the patience to take assessments. This won't work". (Most other people say, "
We are elated to announce the launch of our new feature, Video Response. Instead of Team Equip sharing why they chose to build the feature and how it will benefit users, we thought we would let Video Interview answer for
Picture this: You are one step away from hiring a candidate. You did all the right things including sourcing from credible job portals, filtering relevant prospects, crafting an impactful interview experience and making a competitive offer. Except, the candidate abruptly
The dilemma recruiters commonly face is publicizing an open position. If the position is advertised highly, the candidate pool increases. In turn, finding a top-notch candidate is harder. But, a large candidate pool also means a highly drawn-out screening process.