Can The Best Candidate Rarely Become The Best Hire?

Can The Best Candidate Rarely Become The Best Hire?
India’s First Location Based Job Search

In the recruiting process, the companies usually write job descriptions that emphasize skills, experiences and also competencies. This can be labelled as the Basic Wants. The candidates can be seen applying based on these factors or are sourced this way. What we see today is that Artificial Intelligence is used to make this process more efficient. The purpose of this is to make sure the person falls within the salary range and, if so, is interested in pursuing an ill-defined but “awesome” lateral transfer at some company, in some location, with great people and with some title., India’s First Location Based Job Search Portal discusses about this topic which is a very important part of the recruiting process. If the person passes through these hurdles, a one-on-one video or in-person interview is then arranged. If the person is on time, prepared, interested in the job, outgoing, confident, has a good handshake, makes eye contact, can communicate well, and has a professional appearance, he/she is judged as a serious candidate. In this case, the interviewer starts selling the person on the merits of the job and asks leading questions to prove competency. On the other hand, if the person falls short on the first impression factors, he/she is instantly judged as less competent and the interviewer asks questions to prove the emotional and negative assumption.

How reimagining the candidate experience and hiring process can help?

The reason we need to rethink the candidate experience is because companies have an open-door policy regarding who can apply. Since 99% of these people will never get hired, companies have created an unnecessary overhead burden requiring them to proactively ensure these people feel positively about the company. If these people never applied to begin with, it would be easy to be respectful and professional to the other 1%.

It’s much simpler to be respectful at the front door rather than after someone has entered it. For example, why not use your postings to describe some truly great opportunities that require prospects to submit a sample of their work demonstrating their prowess? This will instantly reduce the prospect pool to 2 – 3% of the initial total.

Based on the current scenario, in 3-5 years, Artificial Intelligence will be certainly be able to surface performance of candidates meeting the right criteria and who would see the open job as a true career opportunity. It involves a much more complex set of decision variables considering two buyers-the company and the prospect. But the truth is that nothing will change until companies recognize that filtering on skills, no matter how efficiently it’s done, will surely exclude the best candidates. It turns out to be one of the biggest challenges to bridge this conceptual gap.

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