Talent acquisition (TA), at its simplest, is the name given to the role of attracting and hiring new employees. Yet, there is more to it than being an interview partner.
In our TA team, we focus on how to recruit people first. This means that we consider not only the skills that someone has, but also as a person with a unique story, characteristics and needs. This plays a part in why our team loves their characters – here are some insights:
It is inspiring to meet people from all over the world from different walks of life and hear their stories. I love being able to connect with people and make the process of landing their dream job fun, stress-free and engaging.
For me, talent acquisition is a lot about building relationships. It’s about getting to know the candidate as a person and truly making a match that will ultimately benefit both their career and the company’s growth. One of my favorite parts at TA is talking to different people on a daily basis, and learning about their backgrounds and interests. I also really enjoy talking with them one to two or three months into the job, and knowing that they’re still really enjoying it. It’s really rewarding to see them love their new career path. I think TA helped me understand more about people and their situations.
“It’s great to get to know people from all over the world, and I learn something new from every candidate, which is fascinating. TA is not just about the company, but also about the people – what makes them tick.” How they can contribute and grow. It’s great to see that the person you hired is performing well in their role and enjoying working at Runtastic. happening, it shows that it was the right match.
Our love for people and helping others is what keeps us busy, even on busy days. We see a person behind every application, even when we received nearly 2,500 applications last year and conducted over 300 interviews!
We strive for the best candidate experience.
The number of applications may be high, but so is our desire to provide the best candidate experience!
It is defined as a candidate’s feeling while going through a company’s hiring process. It starts from the moment they come across a job ad and extends to their very last step in the process, whether it’s a rejection message or an offer to join the team.
Between these two points there are many variables that can affect the candidate experience: how interviews are structured, how conversations are conducted and how contacts are made with professionals, just to name a few.
In a way, they are the company’s “business card” and they give the first impression of how the organization operates and what it’s like to work there.
At Runtastic, we strive to provide a great candidate experience that reflects that. Our Values And we’re constantly thinking of new ways to make things even better.
Allowing time to get to know candidates on a personal level in interviews, using concise language, timely communication – we try to contact candidates within a week – and clear feedback are some of the steps we take to achieve this. There are steps.
We always Provide personalized and specific feedback when someone is not moving forward in the process, regardless of the stage they are at. We’ve all done a character search at one point or another, and we know how frustrating it can be to not get an answer after investing. So much time and effort in the application or in the interview.
By reasoning our decision, we give candidates our perspective on what points they could have worked on better and, therefore, an opportunity to work on them for the next application – be it on 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 their true selves to the interview and feel comfortable doing so. In addition, we want to ensure that every candidate is treated equally and fairly, with minimal bias in our process.
At Runtastic, we follow a holistic DEI approach, which includes TA as a key pillar of our DEI strategy, so this topic is highly valued in our decision-making process.
An example of what we have implemented is structured interview reviews to ensure an objective assessment of each (internal or external) candidate, the creation of a guidebook for our hiring managers to guide all interviewees. should be trained and well prepared for a comprehensive interview. Upping our data game to ensure we are achieving our TA DEI goals, such as increasing the diversity of our candidate pool. In all this, we are also closely cooperating with ourselves. Inclusion agentsTeam members without a background in TA who bring a different perspective and help us advance the topic.
In hiring, it is inherently important that the candidate is a good fit for the company in terms of values alignment and technical skills. However, it is also important that the company is a good fit for the candidate. If those expectations don’t match, the person likely won’t perform to their full potential and won’t last very long.
We strive to ensure a fit for both parties during the process, giving candidates the opportunity to ask questions at any time during the interview or interactively via email. And, during the final round of chats we give candidates the option to come to Austria to meet the team, or have a virtual chat with them. That way, the candidate can know who they’ll be working with, get authentic insight into what it’s like to be a Runtastic, and decide if it meets their expectations.
“The best part of the process was getting to know my new colleagues over a long call. I enjoyed meeting and chatting with the whole team,” said Jacqueline, who was hired as a social media marketing strategist in 2022. were done
“What I really appreciated is that you talk about your personal side, not just your professional side. It was good, because you feel better for the other person”, He added.
“Future steps in the firing process were very well communicated, and deadlines were clear. There was no waiting for that one email, it was always on time and you always got a response and feedback.”
Interested in joining? If there are currently no open roles that match your skills, please consider applying to us. The Talent Community.