It’s no secret that analysing resumes are the most time-consuming part of recruitment process. In fact, majority of the talent acquisition leaders reckon that screening candidates from a large applicant pool in India and offshore is the most difficult part of recruitment. It’s obvious why they feel this way, with job openings commonly receiving thousands of CVs, of which most of them are incompetent. Additionally, the company looks to increase their hiring volume while maintaining or even shrinking the size of their recruiting teams. Recruitment process outsourcing agency or recruitment firm must know and realize what is the need of the hour.
Data-driven AI recruiting technology complements the capabilities of our recruiters through:
- Pointing out the fundamental or must-have necessities:These are obligatory fields that the professional must qualify in to fit in any company – for instance, having the legitimate stipend to work in the nation where the job would be based or the requirement for fundamental coding abilities in a website back end job. The inquiry may emerge about the significant ability being disregarded and that hat they don’t meet these essential rules.
- Checking for liked or preferred capabilities:This progression includes taking a look at resumes at recruitment companies that meet the fundamental prerequisites somewhat more profound to search for subjective qualities that talent may bring to the job and agency. These would fabricate a more grounded case for the CV since these additional items would empower the possibility to make a superior showing on the job.
- Coordinating the comprehensive image of the contender to the job:This is most likely the first run through during the screening that the scout takes a gander at the applicant as something other than a CV and attempts to coordinate a progressively all-encompassing employee aura to the expected set of responsibilities. This is the place competitors are shortlisted to go forward to the talking and testing stage.