Social & recruitment industry

The longer a position remains vacant, the more money a company loses. Delays in operations sometimes can paralyze the work of an entire department, increasing stress levels of employees. That makes shortening time-to-hire one of the main objectives in modern recruitment.

All too often attempts to resolve the time issue result in hiring candidates that in the end prove to be unsuitable for the position. The issue is a double-edged sword: not enough talents in some areas of expertise and overflow of candidates in others. And recruiters are often left to deal with this problem alone.

Clear reputation, an organization’s sword and shield, becomes even more important in the digitized world. As long as there is something about you on the Internet, anyone can find it. In the times when people become unwilling to join a company even despite a dire need of a job, the role of an employee brand naturally increases.

While modern technologies give advantages to candidates, it often results in an overflow of CVs that creates difficulties for recruiters. And a human factor has always been important, no matter how hard we try to avoid personal biases. Ensuring objective candidate assessment and selection remains one of the pain points of social and recruitment.