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RChilli shares an excellent relationship with its customers. Currently, it is serving 1600+ customers in 33+ countries. We feel proud to work with many Fortune 500 customers such as GR8 People, Phenom, impress.ai, Wipro, and many more. We are committed to delivering remarkable service to our customers by keeping ourselves future-ready and ensure to supersede

We all are living in a digital era and it has a huge impact on everything we do. Following that course, the recruitment industry has no exception. The internet has changed everything from the first interaction with candidates to interviews and onboarding. The recruitment strategies have transitioned from traditional time-taking recruitment methods to the advanced

Since COVID-19 forced the part-time closure of many UK businesses, companies must remain competitive in their market of operation. Although recent announcements have reinstated stricter rules, it’s vital that you as a business owner continuously look for ways to improve and adapt your enterprise.   This all starts with a strategy. In the same way as a mission statement tells customers what your purpose is, a business strategy

Have you ever noticed that each pandemic changed the course of the world? ➤ The plague resulted in the fall of the Roman empire and the emergence of feudalism. ➤ Black death in Europe started a new era of renaissance. ➤ Spanish flu made the world develop a new health protocol. ➤ COVID-19 also led

Yes, there are resume parsing tools available including RChilli resume parser, CandidateZip, etc. that provide more than 80% accuracy. Why Accuracy Matters? The accuracy of a resume parser is necessary for resume searches. The higher accuracy means more reliable parsing results. The best resume parser will let you collect all the resume data accurately and efficiently

Would you hire a shy 22-year-old Middle Eastern American woman over a confident, well-spoken candidate? The young woman comes across as timid, and she is clumsy in her communication skills because English is her second language, but she has worked tirelessly on her education while balancing an internship and family demands. She is well-qualified but

Every person you hire brings risk to your organization. An employee could harass someone. Or steal from your organization. Or steal from a client. Of course, those are some extreme examples of risk. Then there are others, like those posed by hiring people with a noncompetition agreement. Which begs the question: How should you handle

Editor’s note: At ERE Digital: Back to the Future, May 25-27, we’ll be exploring how to move recruitment forward. But you can’t plan for the future without properly understanding the past. The article below was originally published on ERE.net two decades ago. At some points, it feels like it could’ve been written today. At others,

I’m pretty certain that you’re optimistic, confident, self-efficacious, and resilient; those are essential characteristics to achieve success. And while I would never tell anyone not to embrace those wonderful traits, surprisingly, they can hinder your ability to hire effectively. In a thorough interview, candidates will generally let slip a few of their more worrying traits.

New research by The Talent Acquisition Institute of North America reveals some interesting attitudes among TA professionals. The findings, based on a survey of Fortune 500 companies, suggests that as recruiting picks up in 2021, organizations will have to elevate their practices to attract the right people. Here are the study’s top five findings: 61%

Assessments create a poor candidate experience. It’s a charge many of us have heard many times. Here’s the truth, though: The charge is valid — but only when assessments are poorly designed or used.  So here’s another truth: While no one likes taking tests, it is a myth that assessments by default create a poor candidate

In 2001, Electronic Recruiting Exchange (now ERE) held its first event. A lot has changed since the days of “e-cruiting.” And a lot remains the same, for better and for worse. At ERE Digital, May 25-27, I’ll be moderating a panel, “If You Could Turn Back Time: Looking Back on 20 Years of Recruiting.” The

President Biden has made it clear. He is going to be fighting for workers. For recruiters, this means some big regulatory changes that will affect recruiting in hopes of reducing racial and gender disparities. Are you ready? New laws are not likely in the cards immediately. (With such a divided Congress, passing employment laws at