Talent Acquisition (TA), in its simplest terms, is the name given to a role that attracts and hires new employees. However, it involves much more than being an interview partner.
In our technical assistance team, we focus on a people-first approach. This means that we consider not only the skills that a person possesses, but also as someone with a unique story, characteristics, and needs. This plays into why our team loves their roles – here are some ideas:
Being able to meet people from all over the world, from different walks of life and listen to their stories is very inspiring. I love being able to connect with people and make the process of getting their dream job fun, stress-free and engaging.
For me, talent acquisition is a lot about making relationships. It is about getting to know the candidates as a person and making a match that will ultimately benefit both their career and the development of the company. One of my favorite parts of TA is talking to a variety of people on a daily basis, and learning about their backgrounds and interests. I also really enjoy talking to them during one to two to three months on the job, finding out that they still really enjoy it. It is really rewarding to see that they love their new career path. I think TA made me more understanding of people and their situations.
“It’s great getting to know people from all over the world, and I end up learning something new from each candidate, which is great. Technical analysis is not only about the company, but also about the individuals – what drives them and how they can contribute and develop themselves. It is a pleasure. Feeling good to see that the person you hired does a good job in their role and enjoys working at Runtastic, it was the right match.
Our love for people and helping others is what keeps us going, even on busy days. We see a person behind every application, even when we received around 2,500 applications and conducted over 300 interviews last year!
We strive for a great filter experience
The number of requests may be high, but it’s also our desire to provide a great filter experience!
It is defined as the feeling of the candidate as they move through the company’s hiring process. It starts the moment they come across a job ad and extends to the final step in the process, whether it’s a rejection letter or an offer to join the team.
Between these two points, there are a lot of variables that can affect a candidate’s experience: how interviews are set up, how communication is handled and how points of contact are with professionals, to name a few.
In a way, this is the “business card” of the company and it gives the first impression of how the organization operates and what it’s like to work there.
At Runtastic, we strive to provide a premium filter experience that is mirrored rate us We are constantly thinking about new practices on how to be better.
Allowing time to get to know the candidates personally in interviews, using inclusive language, timely communication – we try to get back to candidates in a week – and clear comments are some of the measures we have to make that happen.
we Always Provide personal and specific feedback when someone is unable to move forward with the process, no matter what stage they are in. We’ve all looked for a role at some point, and we know how frustrating it can be not to get an answer after investing so much time and effort in an application or in an interview.
By reflecting on our decision, we give candidates our perspective on the points they could have done best and, in turn, a chance to work on them for their next app – whether it’s in Runtastic or elsewhere!
As mentioned, we meet many different people, with different gender identities, different (professional) experiences, different sexual orientations, different ages, the list goes on! Everyone is different and it is these differences that make us unique and valuable.
This is why DEI (Diversity, Equity, and Inclusion) practices are so important in our daily work; We want everyone to bring themselves to interviews and feel comfortable doing so. Furthermore, we want to ensure that every candidate is treated equally and fairly, while minimizing bias in our processes.
At Runtastic, we take a holistic DEI approach, which entails TA being a core pillar of our DEI strategy, so this topic is given great prominence in our decision-making process.
Examples of what we have implemented include structured interview assessments to ensure an objective assessment of each candidate (internal or external), the creation of a guide for our hiring managers so that all interviewees are well trained and prepared for a thorough interview as well as upgrading our data game to make sure we achieve our goals in TA DEI, such as increasing the diversity of our candidate pool. In all this, we also cooperate closely with Embedding agentsteam members with no background in technical assistance that offer a different perspective and help us move the topic forward.
When hiring, it is of course important that the candidate be a good fit for the company in terms of aligning technical values and skills. However, it is also essential that the company is suitable for the candidate. If these expectations do not match, it is likely that the person will not be able to perform at full capacity and his task will not be very long.
We strive to ensure convenience for both sides during the process, giving candidates the opportunity to ask questions at any time during interviews or asynchronously via email. During the final round of talks, we give the candidates the option to come to Austria to meet the team, or have a virtual chat with them. This way, the candidate can know who they will be working with, get real insights into what it means to be Runtastic, and decide if it fits their expectations.
“The best part of the process was getting to know my new colleagues on a longer call. Jacqueline, who was hired in 2022 as a Social Media Marketing Strategist, said I enjoyed meeting and chatting with the entire team.
“What I really appreciate is that you can talk about your personal side, not just your professional side. It was great, because you feel better about the other person,” she added.
“The future steps in the recruitment process were very well communicated, and the deadlines were clear. There was no waiting for that email, he was always on time and always got an answer and feedback.”
Interested in joining? If there is currently no open role that matches your skills, please consider applying to talent community.
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