The world has certainly come a long way from the old school application and general resume, and necessarily so. The processes and tools have also evolved at a breakneck speed.
Today, we have a record-breaking number of open jobs during this post-pandemic era. Most recruiting managers will agree that it is still challenging to find suitable candidates even though thousands are looking for the same position or various positions. Some cannot deny that there's a cold war for the right recruit in the current job market. Yes, the hiring department has expanded; however, they also seem to need help with the number of applicants, and also pairing them with recruiting managers quickly enough becomes challenging for organizations preparing to grow. Below are the two main problems:
The time it consumes to pair applicants with staffing managers
The faster a candidate could be assessed, the quicker the recruiting manager could proceed to interview them, making an agreeable and valuable offer. It happens too often that the suitable candidate for the current job opening has accepted a job elsewhere even before the recruitment manager could stand a chance to interview them.
The need to maximize the quality of new hires
Recruiting managers look for primary and transferrable skill sets followed by an outstanding personality. Although there are a few jobs where personality does matter, when a hiring manager is rushing through the process, personality can win the offer when the more capable, better-skilled person must have. The ideal recruit means that the candidate is likely to stay longer and is undoubtedly more worth the selection and training efforts.
Time-saving staffing software solutions shift the focus to the interview.
An enterprise-leading staffing software creates an automated resume-matching solution. It will match the employer's job descriptions with the applicants' past experiences, industry skill sets, hands-on expertise, and motive behind the application. The screening, analysis, and matching are done in auto mode, further empowering the recruiters to concentrate instead on sourcing, connecting, interviewing, and onboarding processes.
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