“Flexibility is certainly the criterion that dominates the top of candidates’ expectations. Half of candidates expect their current or future job to have a flexible work schedule. Hybrid work jobs have increased as a proportion of the total. One in three jobs published on recruitment platforms offers a hybrid way of working. In contrast, fully remote jobs have decreased to less than 5% of the total,” Andrei Frunza, CEO Bestjobs said at Work Compass HR Conference organized by The Diplomat-Bucharest.

Key statements:

• The processes implemented by companies are very important, as they are now increasingly attentive to the efficiency of working methods, to return-on-investment and are looking for better performance from current teams, insisting on the return of employees to work in a hybrid way.
• We notice that employees want the freedom to deliver results or do their job regardless of where they work, which we consider to be an important indicator for employers as well.
• Our playground is the recruitment industry, and our ambition is, with the help of technology, to offer solutions that are as fast, efficient, and optimal as possible from the point of view of client tastes. AI is a fuel with a much higher-octane number, which fuels much easier and faster access to very large data sets.
• We use AI especially in the area of ​​matching, where the challenge is to identify the compatibility between the open role and the right candidates. We are already seeing sensational response rates compared to previous approaches, also based on algorithms but at a different level of processing that is not called AI.
• Another area in which we are active and we like to experiment is that of optimizing the recruitment flow. We have tools in the platform that manage this moment after an application. With the help of AI, we offer the option to automatically evaluate a pre-qualification of applicants or candidates available at the database level, with over 5 million records, reducing time-to-hire, an important indicator for the talent acquisition effort. Obviously, we have the ambition to minimize this indicator.
• We believe that the human element remains essential in the recruitment process, especially in the final stages of the process, when an expert is needed to read other signals beyond those in a CV.
• We work to help candidates have a career path and understand the potential directions in which they can develop with the help of our platform or with other tools based on data. We can anticipate directions adapted to the individual. Our role is to stimulate the evolution of candidates.