How Candidate Discovery can help organizations?

The article is an attempt to build and demonstrate the importance of candidate discovery for organizations

If you have found this blog and reading it, you must be a leader in the HR function of a renowned enterprise. If your organization is about 3000 -5000 employees, you are most likely to hire about 500 job-roles this year.

It will be no big surprise to believe that you hired a similar number in the last 12 months. While hiring for these 500 Job-Roles, the enterprise would have moved heaven and earth by posting these jobs on free and paid job-boards and social media, generating referrals and getting many candidates from recruitment consultants. At 300 candidates per Job-role, you would have received 150,000 candidate profiles!

Industry Research indicates that 80% of these candidate profiles probably were not even opened and 70% of Jobs in an enterprise are repeat Jobs. The big question is:

What happened to 120,000 Candidate Profiles?

If commonsense prevails, shouldn’t we be re-using these 120,00 candidate profiles to fill 70% of the repeat Job-roles? However, the question remains rhetorical because of following hard problems

  1. It humanly infeasible to open and review the 120,000 Candidate Profile on each new Job-role
  2. Candidate Profiles are Unstructured data and reviewing such raw data is cognitively fatigue-inducing and frustrating
  3. Keyword-based Profile to Job-Role matching while reduces the size of the pool, the outcome is still either large number to choose from or highly irrelevant
  4. The Candidate Profiles in 120,000 pool go through the aging process and hence demand automated data-refresh before any re-use is attempted

If these four problems are addressed to make feasible re-use of 120,000 or more Candidate Profiles, Enterprise can experience the following benefits:

  1. Enormous Cost Savings incurred on Job-Posting to commercial Job Board. They are expensive!
  2. Reduction in time-to-hire by cutting down Job-Marketing and Screening time
  3. Build a better and agile image of the Talent Acquisition team to Business and Hiring Managers
  4. Creating Candidate Delight by getting back when indeed a suitable Job-Role opens for an applicant.

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