Wednesday, 25 May 2016

Recruitment fraud

The online recruiting platform has primarily been a way of connecting job seekers with employers in a shortest time possible. Traditionally recruitment consultants have used job portals for short listing relevant candidates as per the clients brief and expectations. And the ability to mine the candidate database, short-listing them, managing their responses and the ease/efficiency of doing the same are the most critical factors on which the efficacy of the recruitment service depends.
While has been able to sustain its market share through effectively implementing these methods, it has earned a first mover advantage by starting early in this space, alternate sources of recruitment like social recruitment (LinkedIn) and advanced search technologies (semantic search used by Monster) have however steadily emerged over the years.
Semantic search technology used by has helped in filtering resumes by breaking them, structuring the data according to certain key attributes (skills, job designation, work history, education) and substantially reduced the resume database to a list of matching resumes without much of human intervention. Availability of such technologies was a big advantage for the recruiters who only purchased relevant resumes from the recruitment portal, reducing both the cost and time of short-listing.
From a job seeker perspective, the social recruitment portals help stay connected professionally and serves as a medium of alternative resume for hiring managers.
With the fast accelerating globalization, the challenges faced by organizations increase. The menace of verifying a false identity online is frustrating and time consuming; and increases the growing underground economy further, when the job seeker data is sold to recruiters adding more to the chaos.

Abot Author: The author of this blog has written many blogs related to H1B visa, migration, verified employees, ITJobs etc

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