Drowning in Resumes in 2017? We can help
In the IT industry hiring is pretty much streamlined. You post a job on a job board and after applicants apply for it, go through their resumes and short-list the ones whom you can approach to begin the interview process.
The next step is usually getting the prospective candidates undergo a series of interviews and technical tests that would help in determining the right fit for the job.
Even after doing the above, recruiter’s complaining they are not finding enough suitable candidates. They say that a lengthy hiring process also puts off many. Employers have to go through many unqualified & junk resumes to find the results they are looking for.
Many companies have too many people in the interviewing process which equate to delays in scheduling interviews. Candidates Lose interest and move on. This becomes a no-win situation for all.
How do we solve this hiring quagmire? A new approach is needed to solve this crisis.
TalentAccurate’s fresh disruptive recruitment process could help IT companies overcome the challenges listed above.
How do we do it?
By becoming the bridge between the candidate and company. We are approachable to candidates and they know that our interviewing process is fair and brings out the best in them.
Candidate’s know that we use a clear scoring system, not gut feelings. To remove interview bias we usually skip the resume.
How do we help candidates?
We suggest companies where a candidate is most likely to succeed.
All companies have different expectations about what skills they look for in engineers. Some prefer programmers having academic backgrounds, while others think that being academic is a sign you won’t be effective in your work. We map these differences and suggest the best fit.
We suggest companies which a candidate may not have heard of.
Everyone has heard of Slack, Airbnb, and Uber. But we also suggest companies that a candidate may not have considered before, or even heard of.
We connect a candidate with the right people.
If you’ve ever applied for a job through a company website, it often seems like your drowning in resume has been sent into a black hole. We can put a candidate right in front of hiring managers or founders for a fast turnaround.
We can vouch for a candidate’s technical skills.
Our interviewing process finds the best technical talent. The companies we work with trust our ability to find hidden talent that other recruiters can’t.
How do we help companies?
We send you engineers interested in working at your company. Every engineer has gone through a full technical interviewing process with us.
What type of programmers do you provide?
We focus more on full stack generalist developers vs specialists. We work with engineers from different backgrounds and experiences. Our screening process is designed to find engineers good at programming and not just talking about it.
Are your engineers seriously interested in our company?
We take the time to get to know your company and development challenges so we can make good suggestions. Before we introduce a candidate, we also take the opportunity to learn our candidates’ motivations, interests and decision factors. Our team would only introduce a candidate that is genuinely open to the possibility of working at your company.