Hiring Manager

You are a recruiter in a medium sized company or an international group, responsible for recruitment & Employer Branding? We are glad you are here! The following subjects will give you a concrete overview of the solutions offered by softgarden. In case you have any question about our company or our solutions, don’t hesitate to contact directly:

Dominik Faber
Mehringdamm 32-34, 10961 Berlin
+49 30 275 96 – 253

From the cost reduction to strategic tool

A eRecruiting system is unfortunately too often seen as pure “Application Management” system, which is only used to reduce administrative costs. The potential for cost reduction is of course definitely there: By recording the application directly into the site, the (semi-) automated electronic correspondence (and much more), the cost of administration in the application process can be strongly reduced (ca. 20-30%). But not only. an e-Recruiting software can also support the Employer Branding and optimize processes in the company for the long term.

→ Further information about our succesful eRecruiting system

Preparing for change in 2015

Through the introduction of Bachelor & Master and the end of the diploma in 2015, they will be more likely Bachelor graduates on the labor market as master’s graduates. Rarity of master’s graduates will have an impact on recruiting. Therefore, many companies are already developing employer branding to be able to exercise a strong attraction to interesting target groups in a few years. With an active candidate relationship management, you can also bind candidates for a long period – as in traditional sales (Customer Relationship Management & Opportunity). Especially oriented to candidate relationship management, our software platform taloom builds closer relationships between you and your candidates and therefore supports the employer branding.

→ Further information about the candidate relationship management by taloom

Reliable reports in real-time

For recruiting & employer branding you often invest a quite large part of your budget. Therefore, you should of course be aware of the success of your measures. An example shows how inaccurate these reports can often be: a candidate sees one of your job vacancies on Monster and click on the (career) website. Here he learns more about the company and the working environment and decides to finally leave his application. In the form he is asked how did he hear about the company. And right here is the mistake. Most candidates indicate the company website. Indeed it is an advice provided by many application manuals to make a good impression. Unfortunately it’s not true. This applicant became aware of the application on Monster. To track them with reliability and precision is exactly the goal of our solution Analytics. Even more interesting is it to find out by which initiatives came the candidate to read this job offer. In case this information is reliable, it may help your company to make choice regarding the channels to be used in personnel marketing.