Why old way of recruiting will die in the next 7 years

Companies are constantly hiring. This process has not stopped for decades and has produced an enormous number of middlemen: recruitment agencies, headhunters, freelance recruiters, and talent advisors. From the perspective of a potential employee, this army of recruiters produces a lot of noise. Some developers can receive 20+ LinkedIn connections requests per week which can end up leaving the account abandoned and unmaintained. The average developer with 4+ years of experience will update his LinkedIn profile only if there is an explicit need to attract as many recruiters as possible.

There are a lot of blog posts about failed interviews blaming the recruiter being a non-professional. Having such an experience, many developers become very skeptical to new hiring related connections and simply decline majority of them.

Why 7 Years?

In 7 years the current generation of beginners will evolve to a far higher professional level. The number of professionals will always grow outdating the old traditional recruitment programs. At some critical point, the price to the quality rate of recruitment services will run so low, it will cause project delays or failures. Imagine how many start-ups have not even started because of not having the team.

Let’s Hire Oversees

There are a lot of big players on the market who provide outsourcing and/or an out-staffing model of obtaining development resources.
Imagine a big bank starts a new project and requires 200 developers within 6 months. Hiring such a team is an impossible mission in the US or Europe. Some companies go to Eastern Europe countries, India or China, but there are problems of another kind with this method. Profiles of suggested employees are too far from what that bank actually requires. There are very few senior developers. Others are being sold for the senior price but in reality, are really middle or even junior level.
Besides, even 2 steps interview process with an average duration of 1 hour per step will cost you 400 hours of business time. Half a year is nearly 1000 work hours which means you have to spend 40% of that time in interviews in order to achieve the goal.

Hiring Unicorns

Hire the game-changing experts can move the entire project forward and be a reason for colleagues to be motivated working in the company. Standard recruiting and interviewing process will make those people think they are wasting their time.

Modern hiring requires handling a huge amount of data apart from CV: GitHub, LinkedIn, Blogs, SlideShare, public speeches, contributions to open source etc.
CV becomes less useful nowadays as it contains information adjusted to meet the position requirements which in turn disrupts the legitimacy of the resume.

The Auracoins Revolution

Industry requires new tools to assess candidate’s level. There is a need for a system, which will be trusted by both employees and companies for sharing their professional data.
Employers need a screening automation and data, consumable to algorithms to find best matches, based not only on tech stack and hard skills but also soft skills and potential cultural fit.

No hidden agencies, solely real reviews, and assessed by AI skills. Instant cross-border payments with low transaction fees and much more. Do you like this future? Don’t waste your time and join @AuraCoins