A recruiter’s life is centered on finding the right candidate for the job with focus on the number of openings that get closed. At the same time, a candidate’s focus is on finding the best job possible for themselves. For this to happen, the right candidate needs to be seen by the recruiter who has a job that is best fit for the candidate. Sounds easy enough, but there are huge challenges in making this happen efficiently.
The recruitment solutions today
Most, if not all, recruitment solutions out there are fighting over who is a better source of candidates. It is a rat race, with new solutions popping up every few months and existing ones dying out at a similar rate.
Is HireWand, to build yet another solution attempting to be a BETTER source of candidates? The answer to this question is clearly NO.
We clearly did not want to be yet another source of candidates for the firms to deal with. We wanted to be a tool in the hands of the Recruiters to make their hiring more efficient.
When you look back at the top sources of profiles, all of them leverage your brand and are sources where the candidate has chosen to apply to your firm and possibly for a specific job. By doing this, candidates send across 3 signals:
- That they are looking out
- They are interested in your firm
- They are interested in the specific job if they applied for it.
These signals significantly increase the possibility of a positive response when you connect back to the candidate for a specific job.
This is where the challenge lies today. It is not humanly possible to efficiently leverage these sources. This is definitely not due to lack of intent, but due to lack of tools that enable the recruiter to leverage these sources. The challenge can be explained in 3 stages in the lifecycle of profiles within a firm:
1) The challenge when a new profile is received
A typical mid-sized Company has multiple active openings at any time. As a result, hundreds of resumes are received every single day. Manual viewing of every profile is simply impossible and results in missed quality candidates. Now imagine a virtual recruiter matching every profile with every active requirement diligently, consistently and objectively at any scale. This virtual recruiter alerts the owner of the appropriate opening when a good match is found. No more missed profile, no more wasted time looking through hundreds of profiles to find that one good one and no more waiting for days to get through the pile of resumes. The recruiter only looks at quality candidates and shortlists from there, freeing up time to focus on the more human aspect of hiring.
2) The challenge in searching through recently received profiles
With hundreds of resumes coming in every day a good candidate is easily lost in the existing pile of resumes. Most candidate profiles received in the previous 4 months are found to be active. It then makes a lot of sense to leverage these resumes for a new opening. But this is an almost impossible exercise if done manually. This is literally equivalent to searching for a needle in a haystack. Imagine a person going through thousands of resumes to find 10 good candidates to call for an interview. Simple binary search tools available in ATS solutions are of no use with their rudimentary string search. What is needed is a shortlisting tool that can pull up the best fit candidates for the requirement and present it to the recruiter to look at. HireWand is that tool.
3) The challenge in searching through older profiles that fit
Many recruiters think profiles that are older than 3-4 months are useless. This belief comes from their legitimate experience of finding that a small number of the candidates from this database are still looking out for a job. But imagine letting a virtual recruiter like HireWand automatically check with the candidate if they are interested in pursuing the specific job opening. The recruiter only needs to talk to the candidates who have responded positively and are a good fit for that opening. With Zero effort from the recruiter, they now have another shortlist of interested quality candidates from the firm’s own database.