We get hold of a good candidate with only 1 year of experience, but what we are looking for is more experience. To keep the candidate pending for possible employment in the future, HR Recruitment Buddy stores the collected information to facilitate a future hiring process. Through this, we generate an applicant pool.

Better organize CVs from candidates, interviewers, steps, and feedback.

This tool will provide substantial support to HR in the recruitment process and will help provide better feedback during the process and reduce the need of intercommunication and meetings.
Additionally, a less biased interview process with less information shared between interviewers should result.
A role concept will steer visibility over the interview process.

1. HR approaches the candidate and initiates the workflow by saving basic candidate data (name, surname, technologies, position applying for, and attaches the CV)
2. Then a suitable interviewer is assigned (email sent to the colleague)
3. After the first technical interview, the interviewers share their feedback by rating the candidate for each skill they were able to evaluate the candidate on
4. Then a second interview (if following the current model) is scheduled with a different interviewer.
5. When technical interviews are done, HR or hiring managers take over

From a legal perspective, it is important to ask for the candidate’s data consent so that storing their data in our system is approved by them.

We get hold of a good candidate with only 1 year of experience, but what we are looking for is more experience. To keep the candidate pending for possible employment in the future, HR Recruitment Buddy stores the collected information to facilitate a future hiring process. Through this, we generate an applicant pool.

Better organize CVs from candidates, interviewers, steps, and feedback.

This tool will provide substantial support to HR in the recruitment process and will help provide better feedback during the process and reduce the need of intercommunication and meetings.
Additionally, a less biased interview process with less information shared between interviewers should result.
A role concept will steer visibility over the interview process.

1. HR approaches the candidate and initiates the workflow by saving basic candidate data (name, surname, technologies, position applying for, and attaches the CV)
2. Then a suitable interviewer is assigned (email sent to the colleague)
3. After the first technical interview, the interviewers share their feedback by rating the candidate for each skill they were able to evaluate the candidate on
4. Then a second interview (if following the current model) is scheduled with a different interviewer.
5. When technical interviews are done, HR or hiring managers take over

From a legal perspective, it is important to ask for the candidate’s data consent so that storing their data in our system is approved by them.