Blog: Helps Employers Screen Job Seekers

Blog: Helps Employers Screen Job Seekers

Blog: Helps Employers Screen Job Seekers

Job candidates can labor for months filling out applications, and companies can spend thousands of dollars recruiting a single potential employee. The frustration goes both ways.

Part of the reason for an inefficient recruiting marketplace is because inefficient information are exchanged between both parties. For example, a hiring manager may not disclose salary levels and perks while a candidate — who may be desperate for a paycheck — may distort his work, academic or criminal background. The obfuscation delays or prevents employment.

The platform lets recruiters find candidates with proven skillsets by letting them answer questions that are pertinent to the job. The vetting process distinguishes real talent from the pretenders. Secondly, a Knowledge Score lets recruiters know if they’re potentially hiring a subject matter expert or not. Because in a competitive economy, many companies prefer specialists over generalists.

Recruiters can keyword search for users who are experts in a particular function, which speeds up the matching process. People get their identities and skills verified on a blockchain-supported platform that immutably stores their record. There might be no current openings but a job opportunity can arise unexpectedly in the near future.

In the United States, there are hundreds of thousands of openings at any given moment. The challenge for hiring managers is spotting and reaching out to top talent. A Q&A system can be implemented to filter the large pile of resumes. For instance, a company with specific industry regulations, such as the pharmaceutical industry, can upload relevant questions to find candidates who are knowledgeable about the industry or a certain function.

There are ways to further optimize the platform. A company can upload manuals, books and other material to generate even more targeted questions. This ensures that candidates who are invited to interviews are knowledgeable about the business and industry before receiving a potential employment offer.

“The Knowledge Graph AI continuously analyzes and re-analyzes the content contained within the platform to validate or redraw the relationships on the graph in real time as [it learns] learns about new entities and topics,” says a Knowledge team member.

The KNW token can also be used to incentivize current employees to acquire new skills. “The token presents an opportunity to excite a workforce to break their habits and earn rewards for learning, expediting modernization and improving morale,” says a team member. “This reduces dedicated training time spent away from production, improving the organization’s bottom line during changes.”

The hiring process can become more efficient for both job seeker and employer when accurate information is exchanged. Efficiency reduces frustrations and leads to more job placements.

Authors: Marvin Dumont, Patrick Stafford and the Team

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