Finding the best talent first is crucial, now more than ever before.

Our new and refreshed external search tool Source allows you to do exactly that. It enables you to search across multiple external talent databases simultaneously directly from Bullhorn, and save relevant candidate profiles into your own database.

Keen to see this in action? Sign up for the webinar recording!

Fill out the form to watch the recording:

Deliver better results in less time. Seamlessly in SAP SuccessFactors.

You have already invested or are about to invest in SAP SuccessFactors Recruiting to make your candidate experience and recruiters’ lives easier and more productive. You have the vacancies, but how do you find and rank the best candidates for each role from your internal database and the external market?

Find out how to do this quickly and efficiently using Textkernel Search and Match. This webinar will include a high-level demo showing the additional value Textkernel can bring to your SAP SuccessFactors Recruiting environment.

In this webinar you will learn how to:

Recorded on 28 September 2021 | 26 minutes


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The global pandemic forced staffing firms to dive deeper into digital transformation, and the leaders are starting to see results! Automation and AI are the hot topics of 2021, but how can your business use these powerful tools to address the #1 issue in staffing: candidate sourcing?

Learn practical examples of how automation and artificial intelligence can help your staffing business:

Recorded on July 15th, 2021 | 43 minutes


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If 2020 taught us anything, digital transformation and AI are becoming more strategically important for staffing firms of all sizes. The question now is: what AI strategy will work for your business?

This session will help you separate fact from fiction so you can walk out with concrete and actionable tips from early-adopter staffing firms, as well as the marketplace suppliers working to improve AI for all.

Recorded on June 16th, 2021 | 40 minutes


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Attendees will walk away from this session with a better understanding of:

Wie Personaldienstleister von Marktwissen, hoher Datenqualität und Automatisierung profitieren

Aufnahmedatum: 19. Mai 2021 | Dauer: 60 Minuten

Für Fragen, Beratung und weitere Informationen steht Ihnen das Team von Textkernel gerne zur Verfügung

Having invested so much in acquiring new technology, it’s a huge challenge to drive large-scale, effective user adoption. This actually proves to be the biggest obstacle and it impacts heavily on the success of a project.

So, how can you drive efficient and successful User Adoption of New Technology in your team?

Recorded on May 20th, 2021 | 56 minutes

Please fill in the form to watch the recording:

3 Strategies for Post-Pandemic Growth:

How agencies using Bullhorn can expand revenue with next-gen technology

Despite the ongoing pandemic, staffing and recruitment agencies in the US are already plotting their route back to growth and profitability. But where should they start? Will it be “placements as usual”, or should agencies use this disruptive time to adopt technology, tap into new revenue streams and refocus their efforts on people?

In this webinar Chris Conrad, Vice President of Sales for North America at Textkernel, and Jennifer Shorr, Assistant Vice President of Operations at Jacobson Group, will discuss how agencies can improve their workflow and refocus attention on both candidates and customer to thrive in 2021.

Recorded on March 30th 2021 | 35 min

If you missed our Webinar | How AI supports Diversity Recruitment Strategies, this blog is for you.

To build a strong diverse and inclusive policy takes courage because you will face a lot of challenges. Your management is waiting for results, you’re afraid of hiring the wrong person and you don’t even know how to source the talent that you need. How will you manage diversity? If you have to change all your practices and process, will you find resistance to change? For sure, the response will be yes, somewhere. 

Look at the numbers in the slide above, hiring the right person is really a challenge. If you receive hundreds of applications it’s impossible to review them one by one, then if you make a choice and you discriminate. It’s a natural function.

So, sometimes implicitly, we choose what we know. This is what we call the ‘more likely effect’, you choose what you feel comfortable with.

Although it seems difficult, there are five paths you can take to build a diverse policy in your organization, as shown on the slide above.

Does it feel like an impossible mission? Yes, but technology can help. Using the right method and the right tools, you will be set for success.

As mentioned, recruiters and hiring managers have very limited time to look at large amounts of CVs. This does not apply to AI. In seconds it can scan the entire content of documents. It doesn’t matter how long a resume is and most importantly, no information is lost in the process.

It is also an opportunity to bring implicit information that might not be stated in the CV. For example, calculating years of experience or experiencing a certain domain, leadership, or entrepreneurship experience are all Meta elements that AI can help extract from these documents.

Having access to information, a recruiter can make a more inclusive decision when they make the selection. But it’s also possible to hide information. Discriminatory elements like age, name, profile photos or even attributes can sometimes bring false biases. For example, choosing certain schools or discriminating a certain location, and so on.

AI can detect discriminatory phrases in job ads, for example, and offer alternatives or rewriting that content to appeal to a larger set of job seekers. This has been actually about trying to extract information from the document, that information is text but there is another level that AI can help and that is when it moves to the semantic levels.

The semantic search can identify spelling variations so in this case, the masculine and the feminine form of that job title, so it can help reach a larger set of candidates.

Going one step forward, many products also offer normalization such as job titles. Being able to understand these documents also offers an opportunity to create uniform profiles so that when recruiters or hiring managers can compare CVs without being distracted by differences in the presentation layout and where the information is located in the document.

Another way that Diversity and Inclusion can be enhanced is by making sure that the profiles on the database are as up-to-date as possible. Especially in the corporate environment where the CVs of the people usually expire because they have been working for a while in the company. In this case, it’s possible to enrich the profiles based on other sources.

The example on the slide above is a performance report and it extracts the skills that are mentioned in that portfolio. The skills can then be used to enrich the employee’s profile and therefore compete with anyone that already had the same skills on their profile.

AI can also help when recruiters are searching for people and a good semantic search allows the recruiter to reach a diverse set of candidates. The simplest thing that can be done through is by having a search product that offers simultaneous access to many sources. So, you being able to type a query and firing that query among several sources allows you to reach a more diverse set of job seekers.

We hope we’ve made clear how important Diversity and Inclusion is for organizations and how AI can help you implement and manage this, starting on your HR and recruiting processes.

If you would like to watch the webinar about this subject, click here:
Webinar | How AI supports Diversity Recruitment Strategies

Would you like to check how Textkernel can help you with your unique business needs? Contact us.