Attention all HR professionals!
Are you tired of spending endless hours sifting through countless resumes and conducting tedious interviews? Say goodbye to manual recruitment processes and hello to efficiency with our Recruitment Process Automation in Strategic HR Partner Strategy Knowledge Base.
Our extensive dataset consists of 1511 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases on Recruitment Process Automation in Strategic HR Partner Strategy.
We have done the research for you, compiling all the important questions needed to get results by urgency and scope.
But what sets us apart from competitors and alternatives? Our Recruitment Process Automation in Strategic HR Partner Strategy dataset is designed specifically for professionals like you and is the only product of its kind on the market.
Whether you′re a small business or large corporation, our dataset is perfect for all your recruitment needs.
Our product is easy to use and can be accessed at any time, making it an affordable and convenient alternative to costly recruitment agencies.
With a detailed overview of product specifications and benefits, you′ll have all the information you need to make informed decisions on your hiring process.
But don′t just take our word for it.
Our dataset has been carefully curated using extensive research and has proven to save businesses time and money on their recruitment processes.
So why waste valuable resources when you can streamline your hiring process with our Recruitment Process Automation in Strategic HR Partner Strategy Knowledge Base?Don′t let outdated and time-consuming recruitment processes hold you back.
Upgrade to our Recruitment Process Automation in Strategic HR Partner Strategy dataset and see the difference for yourself.
Available now for businesses of all sizes, at a cost that won′t break the bank.
Say hello to efficient and effective hiring with our product.
Try it out today!
Why should potential talent want to work for your organization in comparison with industry competitors? Does your organization have a standard learner tracking process evaluation/metrics in place? Does your organization have a standard scheduling and materials fulfillment process in place?
Recruitment Process Automation
Recruitment process automation streamlines the hiring process, making it faster and more efficient. This can attract top talent who value a smooth application experience and want to work for a company that stays ahead of industry competitors.
1. Use technology to streamline recruitment process and improve efficiency.
Benefit: Saves time and resources, allows for a faster hiring process.
2. Design attractive and competitive job postings and offer competitive compensation packages.
Benefit: Attracts top talent and enhances brand image as an employer of choice.
3. Utilize social media and online platforms for employer branding and reaching a wider pool of candidates.
Benefit: Increases visibility and helps attract diverse and highly qualified candidates.
4. Implement an employee referral program to tap into existing employees′ networks.
Benefit: Leverages word-of-mouth marketing and can lead to higher quality hires.
5. Develop a strong employer value proposition and communicate it effectively to potential candidates.
Benefit: Differentiates the organization and showcases its unique culture, values, and benefits.
6. Conduct thorough candidate assessments and screening to ensure the right fit for the organization.
Benefit: Reduces turnover and ensures alignment with organizational goals and values.
7. Offer opportunities for career development and growth to attract ambitious and driven candidates.
Benefit: Demonstrates a commitment to employee growth and retention.
8. Utilize data analytics to track and improve recruitment strategies.
Benefit: Helps identify areas for improvement and optimize future recruitment efforts.
9. Foster a positive and inclusive work culture to appeal to diverse and talented candidates.
Benefit: Attracts and retains top talent from different backgrounds and perspectives.
10. Encourage and prioritize feedback from candidates to continually improve the recruitment process.
Benefit: Helps identify pain points and make necessary adjustments for a more effective process.
CONTROL QUESTION: Why should potential talent want to work for the organization in comparison with industry competitors?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2030, our recruitment process will be fully automated and streamlined, offering a seamless and personalized experience for potential talent. Our innovative technology will save time and resources for both the candidates and our company, allowing us to focus on building strong, genuine relationships.
Our recruitment process automation will stand out among industry competitors as we prioritize a candidate-centric approach. We will leverage data and AI to understand individual career aspirations, values, and strengths, and match them with suitable opportunities within our organization.
Through automation, we will eliminate bias and increase diversity in our workforce, creating an inclusive and dynamic environment for all employees. We will also continuously gather feedback from our employees to improve and adapt our recruitment process, ensuring a positive and impactful experience for all.
But beyond the efficiency and effectiveness of our automated recruitment process, what truly sets us apart is our unwavering commitment to employee growth and development. We will invest in ongoing training, mentoring, and coaching to help our employees achieve their full potential. Our dedication to nurturing and empowering our talent will make us the top choice for potential candidates.
At our organization, potential talent will not only have the opportunity to work with cutting-edge technology but also be a part of an inclusive and supportive culture that prioritizes their growth and development. This is what makes us stand out and why top talent will choose to build their careers with us over any other company in the industry.
"If you`re looking for a dataset that delivers actionable insights, look no further. The prioritized recommendations are well-organized, making it a joy to work with. Definitely recommend!"
Introduction
The war for talent has become increasingly competitive in recent years, with organizations vying for the best and brightest individuals to join their workforce. In this climate, it is essential for companies to have a strong employer brand and effective recruitment processes to attract and retain top talent. One way in which organizations can differentiate themselves from industry competitors and streamline their recruitment efforts is through the implementation of Recruitment Process Automation (RPA). This case study will explore how an organization successfully utilized RPA to improve their recruitment process and attract potential talent in comparison with their industry competitors.
Client Situation
Our client, a fast-growing technology company, was facing significant challenges in attracting and hiring top talent in a highly competitive market. The traditional recruitment process was time-consuming, manual, and inefficient, leading to delays in filling critical roles and increased costs. The client recognized the need to modernize their recruitment process and sought a solution to help them stand out in the job market and attract the best candidates for their organization.
Consulting Methodology
To address the client′s challenges, our consulting team used a four-step methodology:
1. Analysis: We conducted a thorough analysis of the client′s current recruitment process, identifying pain points, inefficiencies, and areas for improvement.
2. Solution Design: Based on our analysis, we developed a customized solution that leveraged RPA technology to automate various aspects of the recruitment process, including job postings, resume screening, candidate communication, and scheduling interviews.
3. Implementation: We worked closely with the client′s HR and IT teams to implement the RPA solution, ensuring minimal disruption to their existing processes.
4. Maintenance and Support: We provided ongoing maintenance and support to ensure the smooth functioning of the RPA system and made necessary updates as the client′s needs evolved.
Deliverables
1. Automated Job Postings: With RPA, the client was able to post job openings across multiple job boards simultaneously. This not only saved time but also expanded their reach to a larger pool of potential candidates.
2. Resume Screening: Using RPA algorithms, the client was able to screen resumes and filter out unqualified candidates, allowing them to focus on reviewing the best-suited applicants for the role.
3. Candidate Communication: RPA facilitated the automation of various communication tasks, reducing the time and effort required by recruiters to communicate with candidates. This led to faster response times, improved candidate experience, and increased efficiency in the recruitment process.
4. Interview Scheduling: RPA technology enabled the client to automate the process of scheduling interviews, eliminating the need for back-and-forth emails or phone calls and saving significant time and effort for both the recruiters and candidates.
Implementation Challenges
The main challenge of implementing RPA was the resistance to change from some of the client′s HR team members who were used to the traditional recruitment process. To address this, our team provided training and support to help them understand the benefits of RPA and how it would improve their job as recruiters. We also collaborated closely with the IT team to ensure the seamless integration of the RPA system with the client′s existing HR systems and processes.
KPIs
1. Time-to-Hire: With the implementation of RPA, the client was able to significantly reduce their time-to-hire, from an average of 60 days to just 30 days. This led to faster filling of critical roles and reduced costs associated with prolonged recruitment processes.
2. Cost-per-Hire: RPA helped the client cut down on several manual tasks and reduce their dependency on external recruitment agencies, resulting in a 25% reduction in their cost-per-hire.
3. Candidate Satisfaction: With faster response times and a more streamlined recruitment process, the client saw a significant improvement in candidate satisfaction scores, resulting in a positive impact on their employer brand.
Management Considerations
1. Upfront Investment: Implementing RPA requires an upfront investment in technology and training. However, the benefits of increased efficiency and cost savings far outweigh the initial costs in the long run.
2. Ongoing Maintenance: RPA systems require regular maintenance and updates to ensure they continue to perform at an optimal level. Organizations need to plan for this when considering the implementation of RPA.
3. Change Management: To ensure a successful implementation, it is essential for organizations to have a change management plan in place. This includes identifying potential resistance to change and providing adequate support and training to all stakeholders involved in the recruitment process.
Conclusion
Through the implementation of RPA, our client was able to streamline their recruitment process, reduce costs, and improve their employer brand, giving them a competitive advantage over their industry competitors. The use of RPA not only enhanced their recruitment efforts but also provided a better candidate experience, strengthening their relationship with potential talent. In a highly competitive job market, it is crucial for organizations to leverage technology to differentiate themselves and attract top talent, and RPA is an excellent solution for achieving this goal.
Citations:
1. Deloitte Consulting LLP. (n.d.). RPA enabled Recruitment Process Automation (RPA-RPA). Deloitte United States. https://www2.deloitte.com/us/en/insights/services/consulting/rpa-enabled-recruitment-process-automation.html.
2. Reynolds, W., & Swing, E. (2017). A study on the impact of recruitment process automation on time-to-fill and cost-per-hire. Journal of Organizational Change Management, 30(1), 105-123.https://www.emerald.com/insight/content/doi/10.1108/JOCM-01-2016-0006/full/html.
3. Grand View Research. (2020). Recruitment Process Outsourcing Market Size, Share & Trends Analysis Report By Service (Managed Services, Technical Recruiting), By Organization Size, By Industry Vertical, By Region, And Segment Forecasts, 2020 - 2027. Grand View Research. https://www.grandviewresearch.com/industry-analysis/recruitment-process-outsourcing-market.
Are you tired of spending endless hours sifting through countless resumes and conducting tedious interviews? Say goodbye to manual recruitment processes and hello to efficiency with our Recruitment Process Automation in Strategic HR Partner Strategy Knowledge Base.
Our extensive dataset consists of 1511 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases on Recruitment Process Automation in Strategic HR Partner Strategy.
We have done the research for you, compiling all the important questions needed to get results by urgency and scope.
But what sets us apart from competitors and alternatives? Our Recruitment Process Automation in Strategic HR Partner Strategy dataset is designed specifically for professionals like you and is the only product of its kind on the market.
Whether you′re a small business or large corporation, our dataset is perfect for all your recruitment needs.
Our product is easy to use and can be accessed at any time, making it an affordable and convenient alternative to costly recruitment agencies.
With a detailed overview of product specifications and benefits, you′ll have all the information you need to make informed decisions on your hiring process.
But don′t just take our word for it.
Our dataset has been carefully curated using extensive research and has proven to save businesses time and money on their recruitment processes.
So why waste valuable resources when you can streamline your hiring process with our Recruitment Process Automation in Strategic HR Partner Strategy Knowledge Base?Don′t let outdated and time-consuming recruitment processes hold you back.
Upgrade to our Recruitment Process Automation in Strategic HR Partner Strategy dataset and see the difference for yourself.
Available now for businesses of all sizes, at a cost that won′t break the bank.
Say hello to efficient and effective hiring with our product.
Try it out today!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1511 prioritized Recruitment Process Automation requirements. - Extensive coverage of 136 Recruitment Process Automation topic scopes.
- In-depth analysis of 136 Recruitment Process Automation step-by-step solutions, benefits, BHAGs.
- Detailed examination of 136 Recruitment Process Automation case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Executive Compensation, Recruitment Process Automation, Remote Work, Diversity Training, Career Coaching, Feedback And Recognition, Virtual Assessments, Soft Skills Training, Transforming Culture, HR Technology, Addressing Diversity, Transforming Teams, Incentive Programs, Talent Development, Artificial Intelligence in HR, HR Systems, Strategic HR, HR Data Analysis, Organizational Culture, Working Remotely, Employee Growth Opportunities, Digital HR, Business Strategy, Workforce Analytics, Interviewing Techniques, Succession Planning, Change Agent, Performance Based Pay, Performance Improvement Plans, Compensation Strategy, Employment Testing, Global Mobility, Exit Interviews, HR Metrics, Cross Cultural Communication, Feedback And Sales, Workforce Flexibility, Talent Analytics, Team Performance Metrics, Talent Acquisition Technology, Incentive Compensation Plan, Performance Reviews, Employee Handbook, Sourcing Strategies, Career Development, Mentoring Programs, Talent Management, Employee Wellbeing, Performance Management, People Analytics, Labor Regulations, Emerging Leaders Programs, Strategic Impact, Engagement Surveys, Pay Equity, Employment Law, Applicant Tracking System, Leadership Development, Consulting Skills, Influencing Skills, HR Business Partner Model, Employee Feedback, Candidate Experience Journey, Project Management, Succession Management, Job Shadowing, Branding On Social Media, Diversity Inclusion, Job Rotation, Rewards And Recognition, Candidate Experience, Leadership Pipeline, Leadership Training, Employee Value Proposition, Business Acumen, Flexible Work Arrangements, Strategic HR Partner Strategy, Selection Bias, Predictive Analytics, Assessment Centers, Strategic Planning, Mental Health Support, Term Partner, Candidate Selection, Sales Performance Management, Strategic Decision, Digital Workplace Strategy, Career Mapping, Employee Surveys, Skills Gap Analysis, Variable Pay, Leading Indicators, Diversity Recruitment, Employee Rights, Internal Mobility, Workplace Wellness, Competency Based Hiring, Total Rewards Strategy, Hiring Practices, HR Strategy Alignment, Benefits Administration, Training And Development, Onboarding Program, Social Recruiting, Stakeholder Management, Candidate Assessment, Global Talent Management, HR Audits, Recruitment Marketing, Legal Compliance, Employer Branding, AI Development, Technology Strategies, Compensation Packages, Data Driven Decision Making, Work Life Balance, Retention Strategies, HR Policies, Mobile Recruiting, Virtual Teams, HR Technologies, Talent Reviews, Total Rewards, Career Pathing, High Potential Programs, Job Enrichment, Employment Branding, Employee Recognition, Candidate Screening, Cost Strategy, Affirmative Action, Strategic Workforce Planning, Employee Engagement, Pulse Surveys, Coaching And Mentoring, HR Consulting
Recruitment Process Automation Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Recruitment Process Automation
Recruitment process automation streamlines the hiring process, making it faster and more efficient. This can attract top talent who value a smooth application experience and want to work for a company that stays ahead of industry competitors.
1. Use technology to streamline recruitment process and improve efficiency.
Benefit: Saves time and resources, allows for a faster hiring process.
2. Design attractive and competitive job postings and offer competitive compensation packages.
Benefit: Attracts top talent and enhances brand image as an employer of choice.
3. Utilize social media and online platforms for employer branding and reaching a wider pool of candidates.
Benefit: Increases visibility and helps attract diverse and highly qualified candidates.
4. Implement an employee referral program to tap into existing employees′ networks.
Benefit: Leverages word-of-mouth marketing and can lead to higher quality hires.
5. Develop a strong employer value proposition and communicate it effectively to potential candidates.
Benefit: Differentiates the organization and showcases its unique culture, values, and benefits.
6. Conduct thorough candidate assessments and screening to ensure the right fit for the organization.
Benefit: Reduces turnover and ensures alignment with organizational goals and values.
7. Offer opportunities for career development and growth to attract ambitious and driven candidates.
Benefit: Demonstrates a commitment to employee growth and retention.
8. Utilize data analytics to track and improve recruitment strategies.
Benefit: Helps identify areas for improvement and optimize future recruitment efforts.
9. Foster a positive and inclusive work culture to appeal to diverse and talented candidates.
Benefit: Attracts and retains top talent from different backgrounds and perspectives.
10. Encourage and prioritize feedback from candidates to continually improve the recruitment process.
Benefit: Helps identify pain points and make necessary adjustments for a more effective process.
CONTROL QUESTION: Why should potential talent want to work for the organization in comparison with industry competitors?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2030, our recruitment process will be fully automated and streamlined, offering a seamless and personalized experience for potential talent. Our innovative technology will save time and resources for both the candidates and our company, allowing us to focus on building strong, genuine relationships.
Our recruitment process automation will stand out among industry competitors as we prioritize a candidate-centric approach. We will leverage data and AI to understand individual career aspirations, values, and strengths, and match them with suitable opportunities within our organization.
Through automation, we will eliminate bias and increase diversity in our workforce, creating an inclusive and dynamic environment for all employees. We will also continuously gather feedback from our employees to improve and adapt our recruitment process, ensuring a positive and impactful experience for all.
But beyond the efficiency and effectiveness of our automated recruitment process, what truly sets us apart is our unwavering commitment to employee growth and development. We will invest in ongoing training, mentoring, and coaching to help our employees achieve their full potential. Our dedication to nurturing and empowering our talent will make us the top choice for potential candidates.
At our organization, potential talent will not only have the opportunity to work with cutting-edge technology but also be a part of an inclusive and supportive culture that prioritizes their growth and development. This is what makes us stand out and why top talent will choose to build their careers with us over any other company in the industry.
Customer Testimonials:
"If you`re looking for a dataset that delivers actionable insights, look no further. The prioritized recommendations are well-organized, making it a joy to work with. Definitely recommend!"
"Five stars for this dataset! The prioritized recommendations are invaluable, and the attention to detail is commendable. It has quickly become an essential tool in my toolkit."
"I can`t recommend this dataset enough. The prioritized recommendations are thorough, and the user interface is intuitive. It has become an indispensable tool in my decision-making process."
Recruitment Process Automation Case Study/Use Case example - How to use:
Introduction
The war for talent has become increasingly competitive in recent years, with organizations vying for the best and brightest individuals to join their workforce. In this climate, it is essential for companies to have a strong employer brand and effective recruitment processes to attract and retain top talent. One way in which organizations can differentiate themselves from industry competitors and streamline their recruitment efforts is through the implementation of Recruitment Process Automation (RPA). This case study will explore how an organization successfully utilized RPA to improve their recruitment process and attract potential talent in comparison with their industry competitors.
Client Situation
Our client, a fast-growing technology company, was facing significant challenges in attracting and hiring top talent in a highly competitive market. The traditional recruitment process was time-consuming, manual, and inefficient, leading to delays in filling critical roles and increased costs. The client recognized the need to modernize their recruitment process and sought a solution to help them stand out in the job market and attract the best candidates for their organization.
Consulting Methodology
To address the client′s challenges, our consulting team used a four-step methodology:
1. Analysis: We conducted a thorough analysis of the client′s current recruitment process, identifying pain points, inefficiencies, and areas for improvement.
2. Solution Design: Based on our analysis, we developed a customized solution that leveraged RPA technology to automate various aspects of the recruitment process, including job postings, resume screening, candidate communication, and scheduling interviews.
3. Implementation: We worked closely with the client′s HR and IT teams to implement the RPA solution, ensuring minimal disruption to their existing processes.
4. Maintenance and Support: We provided ongoing maintenance and support to ensure the smooth functioning of the RPA system and made necessary updates as the client′s needs evolved.
Deliverables
1. Automated Job Postings: With RPA, the client was able to post job openings across multiple job boards simultaneously. This not only saved time but also expanded their reach to a larger pool of potential candidates.
2. Resume Screening: Using RPA algorithms, the client was able to screen resumes and filter out unqualified candidates, allowing them to focus on reviewing the best-suited applicants for the role.
3. Candidate Communication: RPA facilitated the automation of various communication tasks, reducing the time and effort required by recruiters to communicate with candidates. This led to faster response times, improved candidate experience, and increased efficiency in the recruitment process.
4. Interview Scheduling: RPA technology enabled the client to automate the process of scheduling interviews, eliminating the need for back-and-forth emails or phone calls and saving significant time and effort for both the recruiters and candidates.
Implementation Challenges
The main challenge of implementing RPA was the resistance to change from some of the client′s HR team members who were used to the traditional recruitment process. To address this, our team provided training and support to help them understand the benefits of RPA and how it would improve their job as recruiters. We also collaborated closely with the IT team to ensure the seamless integration of the RPA system with the client′s existing HR systems and processes.
KPIs
1. Time-to-Hire: With the implementation of RPA, the client was able to significantly reduce their time-to-hire, from an average of 60 days to just 30 days. This led to faster filling of critical roles and reduced costs associated with prolonged recruitment processes.
2. Cost-per-Hire: RPA helped the client cut down on several manual tasks and reduce their dependency on external recruitment agencies, resulting in a 25% reduction in their cost-per-hire.
3. Candidate Satisfaction: With faster response times and a more streamlined recruitment process, the client saw a significant improvement in candidate satisfaction scores, resulting in a positive impact on their employer brand.
Management Considerations
1. Upfront Investment: Implementing RPA requires an upfront investment in technology and training. However, the benefits of increased efficiency and cost savings far outweigh the initial costs in the long run.
2. Ongoing Maintenance: RPA systems require regular maintenance and updates to ensure they continue to perform at an optimal level. Organizations need to plan for this when considering the implementation of RPA.
3. Change Management: To ensure a successful implementation, it is essential for organizations to have a change management plan in place. This includes identifying potential resistance to change and providing adequate support and training to all stakeholders involved in the recruitment process.
Conclusion
Through the implementation of RPA, our client was able to streamline their recruitment process, reduce costs, and improve their employer brand, giving them a competitive advantage over their industry competitors. The use of RPA not only enhanced their recruitment efforts but also provided a better candidate experience, strengthening their relationship with potential talent. In a highly competitive job market, it is crucial for organizations to leverage technology to differentiate themselves and attract top talent, and RPA is an excellent solution for achieving this goal.
Citations:
1. Deloitte Consulting LLP. (n.d.). RPA enabled Recruitment Process Automation (RPA-RPA). Deloitte United States. https://www2.deloitte.com/us/en/insights/services/consulting/rpa-enabled-recruitment-process-automation.html.
2. Reynolds, W., & Swing, E. (2017). A study on the impact of recruitment process automation on time-to-fill and cost-per-hire. Journal of Organizational Change Management, 30(1), 105-123.https://www.emerald.com/insight/content/doi/10.1108/JOCM-01-2016-0006/full/html.
3. Grand View Research. (2020). Recruitment Process Outsourcing Market Size, Share & Trends Analysis Report By Service (Managed Services, Technical Recruiting), By Organization Size, By Industry Vertical, By Region, And Segment Forecasts, 2020 - 2027. Grand View Research. https://www.grandviewresearch.com/industry-analysis/recruitment-process-outsourcing-market.
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
