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The key element in any Recruitment is the Selection. The TalEction platform is all about Selection and finding the optimal match of jobs and individuals: Job Matching.
A Typical Recruitment Project consists of the following Steps: Job Analysis (produce a job profile to recruit against). Marketing (target as many pot. candidates as possible). Candidate Capture (captivate pot. candidates and activate them). Screening (make candidates do tasks used to establish match against job profile). Selection (choosing candidate most suitable). OnBoarding (ease the transition to the new job for the selected candidate).
Recruitment


In TalEction we use Automation and AI to allow you to focus on the Critical Activities: Job Analysis (incl. Marketing, Candidate Capture & Screening). Selection (incl. parts of Screening and parts of OnBoarding). Onboarding (incl. parts of Selection). Through this TalEction can offer you a simpler (and yet more powerful) 3 Step Process.
Recruitment Wizard
STEP 1: Job Analysis.
We have implemented a Wizard (see image to the left) that takes you through the key elements of the Job Analysis and produces a truly digital Job Profile, a Marketing Campaign and a Recruitment project.

The system then takes these elements and publishes a targeted campaign, sets up a capturing system and funnels all candidates into Screening process with tasks for Candidates to do ex. Pitch, Personality test, Games etc. (see image to the right).
Candidate Screening
Selection Candidate Screening
STEP 2: Selection.
When Candidates have completed a set of tasks for the given job and decided to submit the application they will automatically be screened by a selected set of AI algorithms. The result of the screening is that they will be categorized according to their match with the job in question (see image 1 to the left).

The "Recruiter" can decide to follow the AI recommendations or only use them as guidance in the selection process - detailed drill-down is made available on each algorithmic recommendation (see image 2 to the left).
An example algorithm could be candidate fit with organization culture based on combining results from personality, intelligence and traits.
OnBoarding

STEP 3: OnBoarding.
When the best Candidate has been selected for the job, there is a rich information-set with results and recommendations available on the TalEction platform. This information about the selected candidate's strengths and weaknesses can form the basis of the onboarding plan with suggestions on training activities. This gives the manager a great opportunity to keep in touch with the candidate in the period before start-up.

As examples you have access to the Personality (BIG-5) screening report (see image to the left), the Cognitive Flexibility screening report (see image 1 to the right) - you can also generate (as an example) team role match report (see image 2 to the right).

OnBoarding OnBoarding

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TalEction can be used as an End-to-End solution for Recruitment - from Job Analysis through to final OnBoarding of Selected candidate(s) i.e. TalEction can be used as a smart ATS system. But it can also be broken up in modules and used in tandem with other systems like an ATS (Applicant Tracking System). As an example you can use TalEction for Assessments and get full access to test data and results (Personality BIG-5, Intelligence, Core Skills etc.).

Usage can be divided in 4 Groups,
  • You do not have a Job Description: Go to "Job Analysis" - using TalEction or own ATS.
  • You have a Job Description: Go to "Marketing" - using own Marketing solution or TalEction (through partner Adway, seamlessly integrated to TalEction)
  • You have an ATS system: See below 3 scenarios and integrations.
  • You do not have an ATS system: See below 3 scenarios using TalEction only (ignore ATS).
Below see three of the most common usage scenarios of TalEction; for all three you can choose to use TalEction or your ATS for Job Analysis.

Recruitment
Scenario: Gallery

Gross list of Candidates, can potentially add data from generic tests (ex. Personality, Fluid Intelligence) - but no down-selection (no matching). No matching means that no structured Job Description is needed - just use your Job Ad as Job Description.

Connect your ATS (if you have one, if not use TalEction) to our AI driven platform and let us do the job for you. This includes creation of job Advertising and SOME dialog, Sourcing of talents, manage the traffic through our branded career pages and provisioning of extended candidate profiles to your ATS platform ex. track-record and skills data.

Scenario: Talents

Net list of Candidates, can potentially do a generic down-selection (and ranking) using tests like Personality, Fluid Intelligence, Games (only generic matching). Generic matching means that no structured Job Description is needed - just use your Job Ad as Job Description.

Same as Gallery, but TalEction can also do a fully automatic Screening of the Talent's track-record and skills. This is a down-selection from Gallery and will secure candidates that match well with identified core-skills (generic match); profile and scoring data will be made available to the ATS system.
Recruitment

Recruitment
Scenario: Champion

Final Candidate, down-selection and ranking using the full battery of tests like Personality, Fluid Intelligence, Games (full matching). Full matching means that a structured Job Description is needed - in addition to your Job Ad.

Same as Gallery, but TalEction will also (based on a structured Job Analysis) make an automatic Selection of the candidate that best matches the job and company in question (context matching); data, scoring, match and selection data will be made available to the ATS system.

TalEction can be used for external recruitment as well as internal - there are also a number of other potential scenarios that can be implemented (in addition to the above three), contact us for details. "Marketing Tool" will be provided through our best-of-breed partners - or you can choose one of your own liking.


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