How TalentNeural simplified international hiring for Shayp

The challenge

Finding candidates with the right skills and language requirements

As Shayp began to expand out of Belgium, they noticed finding candidates with the required skills, as well as fluency in the right languages, was a difficult task. 

With minimum resources working on recruitment and HR tasks, it was also difficult to respond and communicate with candidates quickly enough. This meant qualified talent was slipping through the cracks and receiving other offers before Shayp could get in touch with them.

In short, if Shayp wanted to secure international talent, they needed to up their game.

The three biggest pain points Shayp needed to solve:

• Finding international candidates
• Speeding up processes
• Developing a solid recruitment structure

After searching the internet for a solution, Simona discovered TalentNeural.

“Before TalentNeural, our recruitment was not very well-structured and an extremely long process. TalentNeural is helping us to be more concrete and structured in our Talent Attraction process”

Simona Marano

HR Officer

The solution

Shayp started using TalentNeural to find international talent faster

Once Shayp began expanding outside of Belgium, a solution was needed to find qualified talent to join the business.

By using TalentNeural’s talent attraction software, Shayp managed to access job boards to target talent in other countries.

Improved location targetting

TalentNeural helped Shayp to reach talent in places outside of Belgium. Before TalentNeural, it was difficult for the company to find German speakers with the right skills for the role. But, using TalentNeural’s multiposting feature to post ads across multiple suggested job boards meant that the number of qualified applicants quickly increased. Simona stated:

“TalentNeural helps us to hire from other parts of Europe easily. Since using TalentNeural, we have received nearly double the applications and I’m generally happy with the quality of applicants! ”

Structured, timely processes

Using TalentNeural meant that all applications from all job boards were collected in one place. This made monitoring and responding to applicants a quicker, simpler process.

Shayp use TalentNeural alongside Odoo to help build a recruitment process that works for them. They have managed to cut down the time to hire significantly, while still working to improve the process.

Easily edited job descriptions and titles

Shayp have found that the best way to increase relevant applications is to tweak the job advertisement until it is perfect. Previously, this would have been a time-consuming task, but thanks to TalentNeural’s simple dashboard, the job advertisement can be changed once and will update everywhere it is posted. As Simona says:

“With TalentNeural, it’s easy to edit and change a job advertisement across every platform, meaning we can make changes to the title and description and see what works best for us.”

Excellent customer support

When first discovering TalentNeural, Shayp stuck to the free version. However, after having a conversation with the TalentNeural Customer Success team, they discovered the many additional benefits and premium features that they weren’t yet using.

Together with the Customer Success team, Shayp managed to discover how best to use TalentNeural for their business. Simona mentioned, “Customer service is great at TalentNeural, anytime I have had a few questions they have been answered straight away.”

How does Shayp hire with TalentNeural?

Shayp creates one job advertisement using TalentNeural, and multiposts it across multiple job boards that TalentNeural recommends depending on the role type and location.

The candidate applications are then downloaded as PDFs and shared with the team in a Google Drive folder before screening and interviews take place.

What does the recruiting process at Shayp look like now?

Step 1: Write a job ad in TalentNeural

Step 2: Multipost job ad automatically with TalentNeural 

Step 3: Monitor applications in TalentNeural

Step 4: Screening with HR

Step 5: First interview with a manager

Step 6: Assessment 

Step 7: Technical interview

Step 8: Offer