Siftery, one of the most trusted review sites, interviewed TalentLyft's CEO to find out why did we build a recruiting software. Find out why and how do companies use TalentLyft to improve their recruiting and hiring strategies.
Kevin William David from Siftery, one of the top trusted review sites in the world, interviewed Mario Buntic, CEO of TalentyLyft, to find out why did he decide to build a recruiting software.
As stated in the original interview, the biggest and most important reason why Mario started TalentLyft were all the challenges HR professionals were facing with.
The world of Talent Acquisition is going through some major changes, and recruitment tools like this can significantly change and improve the way HR professionals approach recruiting and hiring.
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TalentLyft is a 2-in-1 Applicant Tracking System and Recruitment Marketing platform. Previously, HR professionals were struggling with organizing their job applications, managing their candidates, streamlining and fastening their selections processes.
However, much bigger challenges employers face today are related to finding talent and attracting talent to apply to open positions. We have 3 products that fight these HR challenges:
TalentLyft Source makes finding high-quality candidates easier and more affordable
TalentLyft Engage is a Candidate Relationship Management tool that improves relationships with candidates and helps building stronger Employer Brand.
TalentLyft Convert is a tool that helps converting candidates into job applicants. For example, we have created branded career sites that have increased conversion rate by more than 50%.
Very early, we have realized how fast the world of Talent Acquisition was changing. We knew that these changes would have a huge impact on how companies acquire talent.
Talented people, the number one driver of any company’s success, is rare today. The competition for talent is bigger than ever, demand is much higher than supply and talented people have more options to choose from.
In order to be able to attract theses people, having innovative and productive recruiting strategy is a must. This is the best weapon you can have in the “War for Talent”.
TalentLyft was created with the main goal to help companies implement innovative recruiting strategies in an easier and more efficient way. We have helped companies build their Employer Brands and Employee Value Propositions, communicate them more effectively and streamline overall hiring processes…all through one tool.
TalentLyft is different from other recruiting tools in a way that it covers both pre and post application fazes of recruiting. In other words, our Recruitment Marketing platform covers first 3 stages of candidate journey (awareness, consideration and interest), while our ATS platform covers last 3 stages (application, selection and hire). Often, recruiting software offer only one of those solutions.
Our goal is to educate people about the new recruiting strategies such as Recruitment Marketing and Inbound Recruiting.
Most of TalentLyft users are HR Professionals who participate in the process of Talent Acquisition. To be more specific, most common positions among our users are HR Specialists, Managers, Directors and Vice Presidents of Human Resources. Recruiters and sourcers are also a big group of users.
It is not uncommon to see, in smaller companies and start-ups, people on positions such as CEO, COO or even CTO use TalentLyft.
Many recruiters have probably heard sayings like "Treat your candidates like customers". This is because recruiting is becoming more and more like marketing. For this reason, many companies have started using Recruitment Marketing strategies to attract talent, and we are extremely happy to see that many marketing departments now also use TalentLyft….and they love it!
Since we lunched our product, our goal has always been for our customers to use TalentLyft in a way that gives the best experience and results. Depending on different recruiting goals and challenges our users face, they use some parts of the software more than the others.
I love seeing when our users really put effort in optimizing their career sites. Branded career sites with employee testimonials, team introductions, blogs and high-quality job descriptions have a huge influence on the number and quality of job applicants. Through our platform, TalentLyft customers can, without any experience in design or programming, design beautiful career sites. We have seen application form conversion rates increase by more than 50% after optimizing career sites with TalentLyft.
Applicant Tracking System (ATS) is one of the biggest parts of our software. Our users use it to streamline their overall recruiting and hiring processes. Some of the main features of our ATS is a single, organized database with rich candidate profiles. All the candidates get automatically sorted by source of application, position they applied to and many other filters and categories.
Complete selection process is monitored through the tool. Interview scheduling, candidate evaluation, team collaboration and communication is all done through one platform. This way, our users were able to stop using excel spreadsheets, email and other tools they were using before switching to TalentLyft. One of our users, an HR Manager of an IT firm, has recently shared her success story about how our ATS saves 60% of her daily administrative tasks, giving her more time for finding and attracting best candidates.
Since it has been proved many times that referrals take shortest to hire, require least money, are highest-quality employees and stay longest with companies, I get extremely happy when I see our users using our referral feature. Setting up referral programs in our tool is very simple and it always gives positive results and feedback.
In addition, when we first introduced our HR analytics tool, we didn't think people would use it as much as we wanted thm to. However, we were wrong! Today, as HR and recruiting are becoming more and more data-driven, HR analytics are becoming very popular. HR metrics such as time, cost and quality of hire really help HR managers get insights into their own recruiting strategies into more depth.
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