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BIT - A Recruitment System and Placement Agency - Before and After
By Jenny Goldman, Customer Service Manager, Niloosoft

 "at the beginning, the company used the various Office tools (Excel, Word, and Outlook). The screening was carried out according to various fields and categories and filed in different files. As the number of applicants, customers and available positions grew, we felt the screening was becoming less effective, which led us to the understanding that we were missing out on good candidates that could have been introduced to the customer. Furthermore, the flow of CVs increased, and with it the need for reading and sorting them, and instances of going over duplicate CVs. So a large portion of the time was consumed by updating, sorting and filing CVs. We felt that time could be spent more productively.

"This was what actually led us to the conclusion that we needed a system that would assist us in managing the candidate repository from the time CVs were received to when the employee was actually placed at the new position - by saving the coordinators the work of filing, updating, checking and screening. There was a need for an automatic mechanism which would free up valuable time and make the process more efficient.

"We reviewed a number of possible systems that would help us solve our problem and become more effective by streamlining the process and saving time and money."

Hani adds, "I was looking for a solution that would be friendly and convenient, advanced (technology-wise), but without any obligation or high installation costs for expensive hardware. The fact the search is also done on LinkedIn was a major factor in the decision to choose Niloosoft.

"Compared to other systems, its user interface is more convenient and the number of filter subsets that can be used has been amazing and definitely worth it".
During and after the software's implementation process, the ability to follow up on a task and to use specific subsets for specific jobs, and the different variations for filtering CVs, could be seen to save time and make the recruitment work more efficient. The coordinators began to take better advantage of their time and were now locating high quality candidates more accurately and quickly. This allowed the company to reduce excess costs - for example by reducing work hours spent filing and sorting CVs, and even by saving on office supplies.

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