Nowadays, recruiting
process has become a complicated and hectic procedure for every corporate firm
to hire the right employee for the right position at a right time.

Progile Tech is an augmentation company founded
for boutique business and technology recruiting by a collective of technology
and industry leaders in the San Francisco Bay Area. The visionary is a
collaborator of Fortune 500 businesses to collaborate with tailored talent
plans to solve their specific business and technology divisions.

The task of acting as the recruiter is vital if
you want to hire for a company and Progile will assist you to play the
successful candidate’s treasure hunt. When you observe the recruitment process
in a far deeper manner, it acts as a single process with top-level goals and
objectives and shines as the well-wisher for either single or multiple worthy
talents.

Challenges &
Solutions

Recruiting is
more as an initiative instead of a process and unless you are a well-organized brand, the
chance(s) are higher than your job postings might not reach the right talent
audience (75%) and as a result, that creates a “Gap”. In response to a
solution, “What” means connecting skilled candidates, and “How” means creating
recruiting eco-system to bind all candidates in one place.

 

Second challenge is targeting
passive candidates where 70% of the world’s workforce is made up
of passive talent who are casually searching for a job and the rest 30% are
active job seekers. Horrible statistics, isn’t it? The solution is a
classification of active job seekers and passive ones in a cluster form and
utilizes the “extensive” power of professional social media like LinkedIn. As
per statistics, 49% are active job seekers on LinkedIn, but an alternative
recruiting solution like a landing page made by the TalentLyft to record job
preferences of active job seekers.

 

Third challenge is
providing wonderful candidate experience. According to
CareerArc, 60% of job seekers have poor candidate experience, where candidates
are unaware of the recruiter’s call for pre-recruitment procedures and
post-interview results.

Fourth challenge is Hiring
for diversity and inclusion. According to LinkedIn Stats, 78% of HR
recruiters facing glitches due to traditional hiring and actively require
diversity in terms of shortlisting, communication, pre-post hiring feedback,
etc. Today, technology has become a mode to hire talented candidates among
thousands of audiences through artificial intelligence (AI), machine learning,
the Internet of Things, etc. 

Fifth challenge is the Elimination
of bias. Resumes with white sound names receive 50% call more for
interviews than black names according to the National Bureau of economic
research (NBER). Recruitment solution agency like TalentLyft works on a model
of faith & equality with society irrespective of white-black names. Educate
HR professionals to avoid bias sneaking is the right call and build a fluent
& hassle-free recruiting process. 

 

 

Conclusion 

If you look at the
changing scenario in recruitment, the role of technology has built a bubble
with complicated challenges and at the same time, solutions for recruiting
domain are adrenaline.

Progile focus on big data
analytics and the internet of things (IoT) to conduct a fluent and transparent
hiring process.