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iCIMS
概述
公司介绍
iCIMS 是人才招聘技术的领先提供商,帮助全球组织招聘优秀人才。二十多年来,iCIMS 一直处于人才招聘转型的前沿,为全球数千家组织提供合适的工具,以满足他们在人才招聘过程中不断变化的需求并推动业务成功。
物联网应用简介
iCIMS 是分析与建模, 应用基础设施与中间件, 传感器, 平台即服务 (paas), 网络与连接, 基础设施即服务 (iaas), 和 自动化与控制等工业物联网科技方面的供应商。同时致力于汽车, 水泥, 建筑与基础设施, 电子商务, 设备与机械, 金融与保险, 医疗保健和医院, 药品, 零售, 和 电信等行业。
技术
用例
功能区
行业
服务
技术栈
iCIMS的技术栈描绘了iCIMS在分析与建模, 应用基础设施与中间件, 传感器, 平台即服务 (paas), 网络与连接, 基础设施即服务 (iaas), 和 自动化与控制等物联网技术方面的实践。
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设备层
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边缘层
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云层
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应用层
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配套技术
技术能力:
无
弱
中等
强
实例探究.
Case Study
Specsavers: Cutting Ad Spend by 70% with iCIMS Marketing Automation
Specsavers, a global optician with a 51% market share, was facing a significant challenge in its growth strategy due to the scarcity of both new and experienced talent in the healthcare sector. The competition for healthcare talent was becoming increasingly difficult, posing a major risk to the company's expansion plans. Specsavers had an existing database of candidates but lacked an effective way to engage these candidates and identify those interested in applying for a role. The company needed a solution that could tap into this database and refresh it, a key strategy in recruiting top talent in a competitive job market.
Case Study
Revitalizing Hertz: Leveraging iCIMS Data for Post-Pandemic Recovery
The global car rental giant, Hertz, faced a significant challenge when the COVID-19 pandemic led to a shutdown of the travel industry, grounding 95% of their fleet. The company had to deal with massive layoffs and bankruptcy, which necessitated a strategic and innovative approach to rebuild and recover. The primary challenge was to maintain their workforce in their corporate building, which was crucial for their success story. Additionally, they had to ensure that pay was equal across markets to keep frontline in-person roles filled. They also discovered that part-time workers were interested in more flexible scheduling, and the standard 12-hour shifts at airport locations had become an obstacle for candidates and employees with dependents at home.
Case Study
Streamlining Recruitment Process in Construction: A Case Study of OHLA USA
OHLA USA, one of the world's largest global construction companies, faced a significant challenge in its recruitment process. The remote nature of the hiring manager role made it difficult for recruiters to obtain feedback on candidate interviews. With over 40 open roles at any given time, and multiple candidates and interviews per role, the task of tracking down hiring managers for feedback across all hiring touchpoints was time-consuming and inefficient. The company needed a solution that would streamline this process, making it easier for recruiters to gather feedback and manage the recruitment process more effectively.