Jobvite CEO Aman Brar and Drug Topics discuss how recruitment software can change the recruitment process during the coronavirus

Cassie 2021-09-14


DrugTopics®: Hello, my name is Gabrielle Ientile, and DrugTopics®. Today, we are talking with Jobmanite CEO Aman Brar about the role of remote recruitment in the healthcare industry during the pandemic. Oman, thank you very much for joining us today.

Bra: I am happy to be with you, Gabriel. Thank you.

DrugTopics®: Therefore, before we enter Jobvite and COVID-19, I very much hope that you can tell us your background and how you can become the CEO of Jobvite.

Bra: Yes, great. As a result, I spent most of my career in technology from broadband to robotics to Jobvite, and have been helping lead a cloud management company that has expanded globally since its acquisition. During this time, the team and I gained some insights, and we believe that these insights may be valuable for the virtual recruitment process. After the acquisition, we went to a startup called Canvas, which is the world's first text-based interview platform. Back in 2017, it was still a very ridiculous concept to consider screening and interviewing via SMS. We established a very successful company, which was eventually acquired by Jobvite as part of the merger of the four companies. Soon after, I was asked to be the CEO of the new position, so that was the winding road to Jobvite.

DrugTopics®: Then start with some basic questions related to work, such as Jobvite? What does it do and how?

Blar: Essentially, because we are a software company, we sell software as a service to a typical SAS company on the market, and essentially we are a talent training suite. It is a software specifically for recruiting employees. However, one thing about Jobvite is that it can actually handle all issues, from internal recruitment to internal mobility and internal recommended recruitment, all aspects of marketing, so this is a very beneficial circulation path, companies can borrow this In response to our needs, everything from brand websites to text-based automatic screening. We have a very powerful set of tools that can provide customers with analysis and data views.

DrugTopics®: So, can you highlight some of the differences between the traditional recruitment process and Jobvite Remote?

Blar: From a remote perspective, I think the place where we really think of remote is the use of asynchronous technology, such as text and robots and similar things, but the reality is that we can ask a question different from time to answer. Therefore, these methods are really helpful. One of the advantages of SMS-although the software is very complex and feature-rich for the company, you know that the best thing for candidates is not to download any software. When considering virtual recruitment or hiring, you do n’t have to ask someone to download an application or visit a specific website to start establishing this relationship with the candidate, or the candidate can ask you questions. For example, did you pay for sick leave via text message, and then they decided whether to conduct a video conference with you or conduct a video interview or similar? The various tools we use in real life, whether it is SMS, messaging or video, in terms of remote recruitment and hiring practices, these tools we use in real life are not the same tools for businesses.

DrugTopics®: Therefore, the impact of COVID-19 on US work will now be discussed in depth. Therefore, on the one hand, 6.6 million people in the United States have applied for unemployment benefits. But on the other hand, pharmacies like CVS are currently looking for new 5,000 candidates and offering bonuses to employees who must work on site and exposed to the virus. So, how does Jobvite help these companies that must now navigate the remote recruitment process?

Blar: I think part of it is the deployment of software and technology to help remote screening, remote participation, remote work arrangements for interviews, and how to reduce friction between companies and candidates. What are your chat and messaging methods (whether email or video), these are all the methods we can use to help develop the talent pipeline without actually requiring people to go to the store, office or office to initiate the participation process, you You can limit the frequency of access. Then, when you are close to making the final decision, ask the other party to enter the actual view of the office. If you take CVS as an example, from the perspective of the industry and Jobvite and other companies, from the perspective of expansion, there must be many technologies to support these processes. Then, on the other hand, what we really consider how to help customers is how you can use the existing employee base to make suggestions to effectively help attract more people to obtain employment opportunities. The technology we have can not only help people who have nothing to do with the company, but also people who are currently connected to your company to help you recommend employees more formally, and can be web texts, etc. Therefore, many solutions are provided, but in the end, I think it must have expertise in the same industry to help you think creatively. The last thing I want to say is that this is the company ’s opportunity to stand out from the crisis. How do we take care of our employees? Have the opportunity to distinguish your employer type. then,

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