Ask the Right Questions While Hiring a Banking Accountant

When we talk about candidate evaluation, it all comes down to the questions you ask during the interview. However, executives often ask what is wrong and focus on what the respondents have done in the past rather than what they can do in the future. The same applies to all fields of hire, and that includes our current area of discussion- banking.

The finance and banking industry attempts a range of entrances for graduates from various academic regulations, one of the more popular ones being accounting. Accountants help you make financial decisions. They compile information, correct deviations, and report on the company’s position. This includes examining, analyzing, and interpreting accounting records to prepare financial statements, give advice, or audit and evaluate statements prepared by others. The ideal candidate is ethical, thorough, and has excellent accounting skills.

But how do you pick the right candidate? What questions might rightly qualify your top candidates? That’s where we come in. After working with several giants in the banking industry, we’ve simmered it down to some basic questions that need to be asked in order to evaluate applicants for the job of an accountant.

“Asking the right questions takes as much skill as giving the right answers” – Robert Half

In order to ask the right questions, you need to be aware of the soft skills that are essential to the job. Some of the most vital ones are listed below:

  1. Problem sensitivity: Problem sensitivity is the ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
  2. Information Ordering: The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules. 
  3. Category Flexibility: The ability to generate or use different sets of rules for combining or grouping things in different ways.
  4. The flexibility of closure: The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material.
  5. Perceptual Speed: The ability to quickly and accurately compare similarities and differences among sets of letters, numbers, objects, pictures, or patterns. This ability also includes comparing a presented object with a remembered object. 
  6. Detail Orientation: This means paying close attention to all of the small particulars when working on a task or project.

Besides soft skills, another major requirement to consider is the educational background of the applicant. The applicant must have the following credentials to her/his resume:

• BSc in Accounting, Finance or relevant degree
• Additional certification (CPA or CMA)

The required experience of an applicant depends upon the position that’s being applied for. For example, if it’s for a mid-level/associate level job, an applicant needs to have 3+ years of experience.

Now that we’ve covered the key areas, let’s focus on the questions that can lend you the right candidate for the job:

Assessing an Applicant’s Skills

When you’re trying to gauge a candidate’s technical skills, it’s often best to ask straightforward accounting interview questions. But you can also learn something about applicants’ soft skills with these types of queries.

Here are four interview questions to ask that will help you evaluate a person’s core competencies:

1. How do you stay up to date on current accounting laws and regulations?

2. What are the top three skills every good accountant has?

3. What types of accounting software have you used in previous jobs?

4. Give me examples of the types of reports you generated in your last job.

Finding the right fit with your Accounting Team

Candidates who have all the necessary technical and soft skills must also be able to prosper in the work environment at your company. Here are a few good interview questions to ask to assess how a candidate is likely to handle various on-the-job situations and his or her potential fit with your existing team:

5. Tell me about a time when you made an accounting error and explain how you handled it.

6. Tell me about your experience presenting financial data to non-financial staff.

7. Describe a time when you met a particularly tight deadline and explain how you did it.

8. What’s the toughest accounting challenge you’ve solved?

9. Tell me about a time when you worked with a team to revise or improve an accounting process. What role did you take, and how did the teamwork together to get the job done?

10. Why did you choose accounting and finance as a career?

Besides these basic questions, it is important to consider the current work-from-home situation. You have to gauge how effective they’ll be working from home and the questions you use to assess a candidate’s technical knowledge and abilities — and get a general sense of their soft skills. Here are 21 accounting interview questions that you should consider asking top candidates to cover their skills, experience, and remote work aptitude.

1. What is the difference between accounts receivable (AR) and accounts payable (AP)?

2. When a company is using double-entry accounting, what elements of a given ledger must be equal?

3. What are two or three types of special journals?

4. If a company has three bank accounts for processing payments, what is the minimum number of ledgers it needs?

5. What methods have you used for estimating bad debt?

6. Why is it easier for someone to perpetrate fraud using a journal entry than with a ledger?

7. Which enterprise resource planning (ERP) systems have you used?

8. What is your experience with developing business metrics?

9. If a private company with break-even operations received a $10 million investment, how would you develop a strategy to spend or invest that money?

10. What challenges have you faced in leading a team through an analysis project?

11. What do you consider the top three skills of a great accountant?

12. Can you give me an example of how you would explain a complex accounting process or financial data to someone in HR, tech support, or another team?

13. When you buy a piece of equipment for a company, what is the impact on the three financial statements?

14. How do you define big data, and why is it important for accounting teams to have expertise in it?

15. Describe a time when you’ve made an accounting error and how you handled it.

16. How do you minimize the risk for error in your work?

17. How do you differentiate between auditing and accounting?

18. What accounting software are you most familiar with?

19. What criteria do you use to assess the reliability of the financial information you receive?

20. What do you think of recent updates in the accounting standards?

21. What are the three attributes that make you an effective remote worker? And what are the greatest challenges of working off-site?

In this unpredictable environment, of all the hard and soft skills you interview for, adaptability and a willingness to embrace new challenges may be two of the most critical ingredients for an accounting professional’s success.

What Roles Do Chatbots Work for in AI Recruitment?

“The world is about to be re-written, and bots are going to be a big part of the future.” – Phil Libin, venture capitalist and co-founder of Evernote

Introduction:

Before we get to its many functions, let’s understand the basics of a chatbot. For starters, what is it? An AI chatbot is a conversational interface that helps carry out basic processes using artificial intelligence and machine learning. This could be something as simple as letting a recruiter know how many interviews they have on a given day to something more complex, like setting up interviews with candidates. 

There are many benefits to using a chatbot, but one big one is the fact that it can be present in more places than an actual human recruiter. For example, the same chatbot can be talking to one person on email, another via SMS, one on a social media channel like LinkedIn, and another still doing actual work with the recruiter within their ATS. If one person had to have all those conversations at the same time, it could get confusing and overwhelming quickly. A chatbot can field all of those questions and help each individual concurrently. 

When you’re answering the big question regarding the many roles of a chatbot in recruitment, the short answer is that it can play an important role in converting inbound candidate prospects for all kinds of jobs. So, as long as you are prepared to post the role online on your job page or a job board, you can use a chatbot for the role. 

The Objective:

The main goal of having a chatbot is to help move a qualified prospective candidate to your candidate conversion pipeline. It’s a great way to move the candidate along the funnel because it’s interactive. This means that your drop-off rate, when compared to traditional methods of webpage job applications, can be 40-50% lower when you use chatbots.

Some of the things a chatbot can do to help move the candidate down the conversion funnel are company branding, engaging job seekers, scheduling interviews, automated pre-screening, document collection, sourcing candidates, improving diversity, and answering queries. There is no doubt that a well-trained recruiter is better than any chatbot. But it is just not practical to have all inbound candidates talk to a recruiter.

Three of the most widely discussed ways to use your chatbot in recruitment are answering frequently asked questions, pre-screening candidates, and scheduling interviews. But chatbots play other important roles that are less obvious. Here are 6 of those operations:

1. Answering FAQs

Just 38% of consumers want to talk with a human when engaging a brand, and 69% of them prefer to use chatbots because they can deliver quick answers to simple questions and obtain basic information quickly. What are the candidates’ most frequently asked questions? Generally speaking, the most common questions asked are about applying for a job, specifics about a position, salary, and their application status. But since the pandemic began, new questions on Covid preparedness, remote and work from home policies, and medical and personal leave paid benefits have been more popular. 

2. Automating pre-screening

An AI chatbot can rapidly pre-screen candidates based on job applications, resumes, and other written materials, as well as on pre-recorded video interviews submitted by job seekers. This leaves the recruiting team free to focus on functions that require a human touch. This includes following up with the most qualified applicants via live interviews conducted either virtually or in person. Pre-screening is just one of the routine recruitment processes that chatbots can handle for you. Automation of processes like background checks, skills assessments, and routing requisitions for approval is also something the AI-digital assistant enables seamlessly.

3. Scheduling interviews

You can add interview scheduling to that process automation list, as well. Companies need to make the most of their HR staff, giving recruiters more time to work on sourcing and building relationships with in-demand talent.

4. Representing your brand

Introducing a chatbot means adding a new touchpoint for your customers to reach out to your business in the customer journey. Every touchpoint represents an opportunity to strengthen your brand equity by evoking your brand’s tone of voice. A total of 39% of women rank company brand as a “very important” factor when deciding to apply for a job, while 33% of men say the same, according to Glassdoor. Additionally, a chatbot can help you boost your company’s bottom line. Data from LinkedIn demonstrates that strong employer branding results in an average 43% drop in recruitment costs.

5. Engaging with job seekers from the beginning to beyond

Potential candidates can get turned off when companies don’t get back to them immediately. In one study from 2020, 52% of job hunters named “a lack of response from employers” as their biggest frustration. Chatbots can do much more than initiate engagement by welcoming newcomers to your career site, asking how they can help, and answering FAQs. When you capture job seekers’ contact info and other data, you can keep your candidates engaged by:

  • Thanking them for applying
  • Reminding them of interviews
  • Keeping them updated on their application status
  • Informing them of future job openings when those arise

        6. Sourcing candidates

Chatbots can help source job candidates in a variety of ways:                                            

  • Connect with passive job seekers: Recruiting chatbots can be a subtle way to approach candidates who are not actively looking for new jobs. These job seekers may be more willing to engage with a chatbot than a recruiter because it’s a lesser commitment. This also saves your team from wasting time on job seekers who are less likely to apply.
  • Help candidates apply by text: There are perfectly good reasons to have a longer application, but if you’re losing candidates, it may be time to prioritize the type of data needed. For many, the solution is allowing candidates to apply by text. A chatbot guides candidates through a quick and straightforward application, and just like that, they’re under consideration.
  • Facilitate online job fairs: In the pandemic/post-pandemic era, job fairs have gotten tough to pull off. Chatbots can help communicate and facilitate online virtual job fairs, though recruiters can choose to manage conversations themselves if they wish.

7. Opening the doors to diverse candidates

Companies today strive for diversity across regional and national borders, race, gender, and age. In 2020, 77% of talent professionals agreed that diversity will be a crucial factor in the future of recruiting, also according to LinkedIn. Researchers also predicted that the increased remote work options due to the pandemic will help to raise geographic diversity. Chatbots can also be used to help prevent unconscious bias during candidate pre-screening.

8. Assessments

A chatbot’s ability to deliver basic assessments within a conversational experience makes it quite an asset for the recruiting team. This is mostly because it automatically advances the candidates to the next stage or schedules interviews if the candidate passes the assessment stage. Chats can also trigger specialised suitable tests that can be integrated into the system.

In Conclusion:

  • Of the 8 things mentioned that a chatbot can potentially do for your candidates, all of these can be effectively delivered for junior to mid-level roles. 
  • For senior roles or hard-to-fill roles, you are better off taking out screening and assessment from that list and giving more personal attention to these candidates by having recruiters talk to them.
  • For manual work, on the other hand, you can likely remove the assessment from the list because it is better to assess manual work live with someone observing the candidate do the work. However, you can still automatically collect certification documents or background information from these candidates.

Here’s our CEO, Sudhanshu Ahuja, giving you helpful insights on the roles of a chatbot: https://youtu.be/uBWEiwKkR9A

Curious about whether to add a chatbot to your recruiting process? Talk to our team for a free consultation today by clicking here.

Four Ways AI Can Help Your Organization Thrive in The Great Resignation

The Great Resignation is a global employment trend that sees significant percentages of workers leave their current employment – and even their industry. Some parts of the world, including North America, are in the thick of it, and it will soon hit the APAC region. The Great Resignation will profoundly impact how we recruit and will be a double-edged sword for many organizations. While there is a chance you will lose some employees, it’s also an excellent opportunity to find great new talent, bringing fresh perspectives and a wealth of experience to your business – if you are ready for it.


Here’s how an AI-driven solution can give you an edge in a busy recruitment market:


1. Faster hires
As top talent enters the marketplace, competition will be stiff, and those who move slowly risk losing out. AI-driven workflows can significantly speed up your recruitment process, moving the best candidates from pre-screening to interview
stage at lightning speed, with little or no intervention from your team. In fact, impress.ai clients have experienced up to a 90% reduction in time to shortlist.


2. More accurate, fairer hiring
When you have a large pool of applicants, screening can be an administrative headache. It’s also entirely inefficient and leaves your hiring process open to human bias. An automated workflow can do all of this for you. From screening candidates on basic requirements, such as citizenship status and qualifications,
to assessing and scoring written submissions, progressing only the most suited candidates. With impress.ai, you can achieve up to 50% more accuracy in your hiring, driving your fair hiring agenda and delivering the most talented candidates for the job.


3. Delivering a better candidate experience
Candidate dropout can be a significant issue for organizations, particularly in a competitive market. One of the leading reasons for this is poor candidate experience, and it’s easy to see why. In a busy market, it’s tough to maintain a consistent, high-quality experience when dealing with a large applicant pool. This is another area where an intelligent, automated workflow can help.

With impress.ai, you can create an automated workflow that delivers a high-quality experience from the initial application through to the interview stage. Our employer branding module delivers an on-brand experience at every step, and our customizable chatbots guide candidates through each stage seamlessly. These chatbots can even learn to answer a range of FAQs, so your recruitment is always on, answering candidate inquiries 24/7.


4. Reducing repetitive tasks and admin

An automated workflow doesn’t just deliver you the best candidates quickly; it also reduces repetitive tasks and admin, giving your team time back to complete higher-value activities further up the chain. For just one client, implementing impress.ai saved an incredible 170+ hours of productivity on graduate program recruitment and reduced costs by over SGD $62,000.


Are you ready for the Great Resignation? Visit impress.ai to find out how our leading AI-driven solutions can transform your hiring process.

Accurate Hiring of Quality Candidates: A Short Guide

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, former CEO of Honeywell International

Companies are constantly seeking to fill their recruitment funnel with the “best” employees. When it comes to judging the success of your hiring practices, quality of hire should be the number one metric. This is mostly because the cost of employing a candidate that doesn’t meet the job requirements is high. It also leads to lower work productivity, the loss of time associated with hiring and training replacements.

So how do you improve the quality of your hiring process? 

To answer that, let’s understand 4 key areas that need to be taken into account to ensure that the recruitment process is effective and smooth.

1. Defining quality

Hiring based on quality is different from just filling positions.

To achieve success, the recruiting team needs to track performance measures like quality of hire. However, quality of hire is a rather elusive metric, so defining it becomes challenging. This is primarily because companies have different priorities. Fortunately, some common denominators contribute to the success of identifying the right candidate for your company. 

Quality can be broken down into skills, which can further be divided into soft skills and hard skills. They help define the strengths of individuals and teams as well as how projects get tackled. Hard skills are quantifiable, which means you can evaluate the work product based on the technical proficiency of the candidate. Soft skills on the other hand are personality traits that employees bring to the table. Knowing how to hire for either of these specific skills is essential to your company’s success. Knowledge is another important asset to factor in while assessing a person’s skills. Abilities in terms of cognitive, mathematical, or learning can be important for many jobs as well. For evaluating this and other characteristics, large organizations invest in job analysis and validation studies to define what quality means for each job family in their organization. But that most often tends to be an expensive exercise. This is why it becomes practical and easier to start with the support from existing frameworks available from onetonline.org or country-wise equivalents of that. For example, Singapore has developed the Singapore Skills Framework, which is a very detailed framework that allows companies to readily use it as is or with minor changes, without investing much. 

2.   Defining methods to accurately identify quality

In order to meet the demands of the company and accurately define quality, having defined methods to aid you in the assessment of the candidate goes a long way. These methods are usually structured into pre-employment tests which help and identify the strengths and weaknesses of the candidate. They are also useful in generating insights into the organization’s hiring process and in development training. 

When pre-employment tests are properly calculated, employers can focus on specific sources of hiring problems that stem from recruitment before they impact the quality of hire. This helps employers predict the quality of hire for any recruiting campaign 30-60 days before the people are actually hired. 

Now let’s take a look at some pre-employment tests that can help employ a quality candidate. 

a. Assessment:

There are specific and reliable tests via which employees can assess their candidates based on the field of requirement. 

Cognitive ability tests– These test your mental capacity to work in a particular position. These tests highlight your ability to use logical, verbal, and numeric reasoning to approach tasks.
Knowledge tests– They measure a candidate’s technical or theoretical expertise in a particular field. Knowledge tests are most useful for jobs that require specialized knowledge or high levels of expertise.
Personality tests– These tests determine whether the candidate fits within the company’s culture and if their personality leads to an increase in productivity for the particular role. They help measure their engagement level. 
Work Sample Assessment– These tests require the job candidate to perform tasks that mirror the tasks employees do on the job.
Case Studies– This type of assessment includes asking the candidate to present a solution/business proposal based on a set of fictional documents that mirror strategic problems that she/he is likely to encounter in your new role.

b. Structured interviews:  A structured job interview tests the candidates with the same questions and evaluates them on the same scale. The STAR method is one of the most popular ones because it uses a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of the situation that is being described. Structured interviews are found to be better than unstructured ones and offer a wide range of benefits such as effectiveness, fairness, consistency, and legal protection.

c. Background investigations and reference checks: Experience and qualifications are both considered proxies or heuristics for skills and knowledge, and pre-employment tests have revolutionized this part in the process of recruitment. Another important thing to do is to secure information about potential hires through reference checks to ensure that the employee will not be of any type of risk to you/your client or the workplace

3. Remove unstructured processes and bias

Resulting from mental shortcuts that cause recruiters to misinterpret candidates based on their personal experience, unconscious bias leads to inaccurate assessments. It can defeat the benefits of a diverse workforce and the overall productivity of a workplace. To resolve this and other unstructured processes, businesses should use training, teach the importance of a metrics-based, systematic approach, and make those involved in the recruitment process aware of the harms of unconscious bias. 

4. Implement a system that delivers inclusiveness
Studies suggest that diverse teams are smarter and that including different backgrounds, perspectives, and experiences improves the decision-making process in the workplace. In this regard, the organization should focus on making it easy to follow the above approach and ensure a good experience for everyone involved, especially the candidates. If the experience is not good, the system will not be used and that would defeat the entire purpose of this approach. To achieve successful hiring, the organization should make itself inclusive and accessible to candidates from diverse ethnicities, sexual orientations, gender identities, and also people with disabilities. 

Addressing these 4 areas will not just help you to hire quality candidates, but also retain them. impress.ai helps organizations resolve these problems by offering the following services:

● Competency Evaluations: impress.ai’s candidate evaluations are based on competency frameworks built by Organizational Psychologists.

Skills Evaluation: impress.ai offers technical skills assessment solutions in partnership with professional assessment organizations.

Conversational Chatbots: These autonomous interviews, engage, and shortlist candidates at scale 24/7. The impress.ai chatbot-led recruitment platform is fully customizable based on the recruiter’s needs. It can be designed to suit the requirements based on job families.

Thus, we see how an efficient recruitment process can enable an organization to hire top-quality candidates in an agreeable time frame. Through AI intervention,  the recruitment process constantly evolves via quality checks, valid assessments and structured processes, and the elimination of hiring bias. And these groundbreaking upgrades only go to show that the world is full of opportunities for anyone with a dream- only this time it is fairer, more effective, and inclusive!

Let’s do a quick recap on the same by watching a video of our CEO, Sudhanshu Ahuja, sharing insights on how to accurately hire candidates: https://youtu.be/_IMK5akzgB0

Want to see how automated workflows can make a difference? Talk to our team for a free consultation today by clicking here.

helping startups to hire

How Technology Is Helping Startups to Hire the Right Candidates

helping startups to hire

Startups live in a dynamic environment that is often driven by challenging goals. Also, there is typically a pressure to achieve these targets whilst utilising limited resources and time. Due to these tight budgets and schedule constraints, hiring is an area where they cannot afford to make mistakes.

Startups depend on the commitment and expertise of their employees to take them to the next level. A wrong hiring choice can be costly both financially and in Lost Time. A CareerBuilder survey noted that companies lost an average of $14,900 on every bad hire. Moreover, every mismatch of the role and employee pushes them back from their path to success. 

The good news is that Startups are now using technology to hire the right candidates. Apart from eliminating human errors and judgement from the hiring process, technology also helps them to expedite their hiring process. Although it may seem like a significant investment at first,  the value of onboarding a highly qualified team, with a streamlined recruitment process quickly offsets the initial cost. 

Here is a round-up of technologies and tools that startups can utilise to fast-track their hiring process and recruit only the best talent.

Sourcing correctly to reach the right applicants

Sourcing is often the first step in hiring, but it does not have to be an area where you spend most of your time. However, talent professionals frequently spend almost 13 hours a week in sourcing. Traditional methods of searching top talent are not always the most effective. When your requirements are unique, or you have a mandate to hire a large team with niche skills, it becomes even more challenging and the value of the technology becomes clear. 

With challenging requirements, you want a smart solution to deliver your mandates. Sourcing platforms can automate your Search and develop a targeted talent pipeline. Some of these tools are using Artificial Intelligence and analytics to fine-tune and automate your searches. The result is an intelligently sourced pool of new candidates, every day.

When the pipeline is readily available, your recruiters will save several precious hours of search. They can immediately start engaging with the candidates and have meaningful conversations with them due to additional time availability.

Screening and identifying the most qualified candidates

Manual processing of resumes can compromise the efficiency of the hiring process. The impact is more prominent for startups that want to make decisions quickly.

Due to the time constraints, recruiters tend to give only 7.4 seconds to each resume that they receive. Often, Talent Acquisition professionals have a lot on their plate and are tasked to fulfil their mandates within short timelines. When technology comes into this space, the result is a finely-pruned list of candidates which have automatically been assessed, scored and ranked for the given job opening, before the recruiter reaches out!

Case study of screening & shortlisting for Data science role
Case study of screening & shortlisting for Data science role 

Case study of automating candidate engagement at scale for a large telco

Case study of screening & shortlisting for Data science role
Case study of screening & shortlisting for Data science role 

impress.ai is an Artificial Intelligence & Machine Learning-Powered Platform, which delivers Recruitment Automation and outstanding candidate experiences. The Impress chatbots will engage with the candidates during their application, assess them based on your job role requirements, and rank them in our dashboard or your ATS, based on their performance. From here, your team can proceed with the next steps in your interview process. 

Case study of automating candidate engagement at scale for a large telco
Case study of automating candidate engagement at scale for a large telco

The Chatbots can also integrate Video Interviews, and any Third-Party Assessments into the Chatbot-led conversation, mitigating the need to schedule these recruitment steps separately. Finally, the Chatbots are equipped with Q&A functionality so that candidate questions are answered automatically.

Virtual hiring

The ongoing COVID-19 pandemic has fast-tracked the developments being made with remote working and virtual hiring. For instance, many organisations have become more comfortable with remote working, and after what can be called a test run, several of them are considering adopting this for the long-term. Read this article from the New York Times to learn how organisations are shifting towards virtual hiring – Job Interviews Without Interviewers, Products of the Pandemic.

This situation has also prompted recruiters to explore virtual hiring. Many of them have warmed up to automated video interviews. Using these tools, recruiters can administer a set of questions to the candidates, which can help to connect the hiring managers and the candidates. Many platforms record the answers which the recruiters can view at a convenient time, along with technologies to automatically assess the recorded answers. 

Assessing the applicants to find the right job-fit and culture-fit

Hiring the right employees is all about finding the right fit. More often than not, startups are looking for unicorn candidates who can challenge status-quo and fuel innovation. Such candidates are difficult to come by. 

One solution is to hire more experienced candidates with a proven track record. However, this talent comes at a price and typically has more expectations. Another option is to hire for the right attitude and potential.

Unfortunately, interviews are not always the right solution for this. Despite using the best methods, several hiring managers and recruiters still depend on gut feeling while making hiring decisions. A better approach is to use assessments which have been designed to assess particular attributes. These tests evaluate an individual’s skills, knowledge, abilities, traits, attitudes and more. Moreover, they can help you identify the candidate’s potential, and even validate your existing talent so you can hire more of the same! 

Such assessment tools allow you to administer questions that relate to the set of attitudes and traits that match with the job opening. Based on the answers, you can probe further during the interviews for additional assurance.

Onboarding and engagement

Gone are the days when onboarding would begin on the day of joining! In these times, pre-boarding engagement has become crucial to keep candidates warm and reduce the risk of any last-minute surprises.

Historically, onboarding was a term that referred to the processes of form-filling and handing over decks of company policies.  These days, it is a much broader term for a range of activities and processes that enable new-starters to become productive from day one. 

Early productivity is even more crucial for startups that are battling a time crunch. Pre-boarding tools provide a glimpse to the new joiner about how the organisation is structured. Modern pre-boarding is now essential to deliver a delightful candidate experience and to start the new chapter with positivity.

In Conclusion

No startup can become successful on just the basis of a great idea. What they need is a team of talented employees who can translate this idea into reality. In light of this, their recruitment habits form the foundation of their success. With the help of technology,  startups can boost their hiring performance and help to build their desired environment.