Learn why people are at the heart of our Talent Acquisition Team

Talent Acquisition (TA), in its easiest phrases, is the title given to the function of attracting and hiring new workers. Yet, it includes much more than being an interview associate.

In our TA group, we deal with a people first hiring strategy. This means we contemplate not solely the abilities that somebody has, but additionally them as an individual that has a novel story, traits and wishes. This performs an element into why our group love their roles – right here are some insights:


Being in a position to meet people from throughout the world, from totally different walks of life and to take heed to their tales could be very inspiring. I like with the ability to join with people and to make the course of of getting their dream job pleasing, stress free and fascinating.



For me, Talent Acquisition is loads about establishing relationships. It is about attending to know candidates as an individual and actually making a match that may in the end profit each their profession and the firm’s improvement. One of my favourite components in TA is getting to speak with a range of people each day, and studying about their background and their pursuits. I additionally actually take pleasure in talking with them one-two-three months into the job, and discovering out they are nonetheless actually having fun with it. It is admittedly rewarding to see that they love their new profession path. I believe TA made me extra understanding of people and their conditions.



“It’s great to get to know people from all over the world, and I end up learning something new from every candidate, which is fascinating. TA is not just about the company, but also about the people – what moves them, how they can contribute and develop themselves. It’s very fulfilling to see that someone you hired is doing well at their role and enjoying working at Runtastic, it shows that 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 each application, even when we received around 2500 applications and held over 300 interviews last year! 

We strive for great candidate experience

The number of applications may be high, but so is our desire to provide a great candidate experience!

It is defined as the feeling of the candidate when moving through the hiring process of a company. It starts at the moment they come across the job ad and extends to their very last step in the process, be it a rejection message or an offer to join the team.

Between those two points there are a lot of variables that can influence the candidate experience: how the interviews are set up, how the communication is handled and how the touchpoints with the professionals are, just to name a few.

In a way, those are the “business card” of the firm and so they give a primary impression about how the group runs and what it’s wish to work there.

At Runtastic, we try to supply an impressive candidate expertise that displays our values and we are continually contemplating new practices on learn how to be even higher.

Allowing time to get to know candidates on a private degree in the interviews, use of inclusive language, well timed communication – we attempt to get again to candidates inside per week – and clear suggestions are some of the measures we have now in place to attain that.

We at all times present personalised and particular suggestions when somebody doesn’t make it additional in the course of, regardless of the stage they are in. We all have regarded for a job at some level, and we all know how irritating it isn’t to get a solution after investing a lot effort and time in the utility or in an interview.

By reasoning our resolution, we give candidates our perspective on which factors they might have performed higher and, subsequently, the likelihood to work on these for the subsequent utility – be it at Runtastic or wherever else!

As talked about, we meet loads of totally different people, who’ve totally different gender identities, totally different (skilled) experiences, totally different sexual orientations, are totally different ages, the checklist goes on! Everyone is totally different and it’s these variations that make us distinctive and helpful.

This is why DEI (Diversity, Equity and Inclusion) practices are essential in our everyday work; we wish everybody to deliver their true self to interviews and really feel snug in doing so. On prime of this, we wish to guarantee each candidate is handled equally and pretty, with minimized bias in our processes.

At Runtastic, we observe a holistic DEI strategy, which entails that TA is a fundamental pillar of our DEI technique, so this matter is given loads of significance in our decision-making course of.

An instance of what we have now carried out are structured interview assessments to make sure an goal analysis of every (inner or exterior) candidate, creation of a guidebook for our Hiring Managers so all concerned in interviews are skilled and nicely ready for an inclusive interview in addition to upping our information sport to make sure we are reaching our TA DEI targets, akin to an elevated variety of our candidate pool. In all of this, we are additionally intently collaborating with our Inclusion Agents, group members and not using a background in TA that herald a special perspective and assist us drive the matter ahead.

In hiring, it’s naturally vital that the candidate is a match for the firm in phrases of values alignment and technical abilities. However, it’s additionally important that the firm is a match for the candidate. If these expectations are mismatched, it’s seemingly that the particular person received’t have the ability to carry out to their full potential and that their stint received’t be too lengthy.

We try to make sure match for each side throughout the course of, giving candidates the alternative to ask questions at any time throughout the interviews or asynchronously by way of e-mail. And, throughout the final spherical of chats we give candidates the choice to come back to Austria to fulfill the group, or have a digital chat with them. This approach, the candidate can know who they might be working with, get genuine insights into what it’s wish to be a Runtastic, and determine if that matches their expectations.

“The best part of the process was getting to know my new colleagues in a longer call. I enjoyed meeting the whole team and chatting with them”, mentioned Jacqueline, who was employed in 2022 as a Social Media Marketing Strategist.

“What I really appreciated is that you get to talk about your personal side, not only about your professional side. It was nice, because you get a better feeling for the other person”, she added.

“Future steps in the hiring process were very well communicated, and deadlines were clear. There was no waiting for this one email, it was always on time and you always got an answer and feedback.”

Interested in becoming a member of? If there’s presently no open function that matches your abilities, please contemplate making use of to our Talent Community.



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