Locating talent in the shortest time and retaining talent

Both are difficult. If a Fortune company calls for a job at any level, there will be huge supply at any given point of time. However, the required skill mapping will be challenge. Having said that, the challenge is more in retaining the attracted talent.

In a nut shell, either companies do not like candidates or candidates do not like companies (for numerous reasons). Or in contemporary jargon- “NOT MY TYPES.”

Find the candidate in Credait by including the trait matrix feature 🙂 Productivity of Humans or deployment of skill and knowledge acquired by a human is put to best use, when environment is conducive to the candidate. For instance, a docile software engineer will be more happy and productive for a docile and less aggressively cultured organization with long history of existence than a startup, which by default demands a candidate to be aggressive. So for both the employer and employee, more than the tangible component like degree, the intangible components, attributing to basic nature of individual- like Docile and complacent- result in success. With increasing tendency to be individualistic, ” Knowing your Types” is the key to HR success. CREDAIT is not discounting the importance of tangible component, but is attempting to redefine the recruitment space by focusing also on the intangible components. This will increase the success rates of recruiting employee of YOUR TYPES, which is the key to create a win-win scenario in the recruitment space.

No its not. In case of creative designer, being creative is a tangible component. CREDAIT will consider other personality traits quoted. For instance, you are looking for a creative designer to work in a team of 50 and his basic job will be to replicate and carry on the work outsourced from a leading creative designer. The right fit for the job will be with creative, team player and friendly, as opposed to a person who is creative, entrepreneurial and tech savvy.

Credait is for EVERYONE who are seeking employment. Credait is for EVERY employer who wants to recruit workers. Credait does not request for resumes, education, designation, years of work experience, or past employers. Following a thorough long term research, a candidate’s subject expertise and talents are the only objective, and primary requirements during recruitment screening. In this perspective, there is no difference between professionals and non-professionals. In other words, Credait does not discriminate a candidate on the basis of education, literacy, and work experience. Example: A doctor professional can register in Credait with subject expertise (SE) as radiological imaging and fine needle aspiration, while a non-professional (but skilled) welder can put his SE as aluminum welding and laser splicing.

True, absolutely. Credait’s mission is to eliminate resumes entirely. In the era of artificial intelligence (AI), the resume – conceived in 1481 – is still the norm for work force recruitment. The inability of expression, owing to illiteracy or lack of good writing skills, has rendered many skilled work force not being represented for their work abilities through any medium. Benefits: When resumes are ruled out, even the process of job application is eliminated. In other words, no skilled worker need to look into news papers or websites to look for a job. Rather, skilled workers will be pursued. Once a worker has registered in Credait in less than 10 minutes, they can be pursued by any employer across the world looking for that worker’s specific skill sets. Added advantage: There are no features for attachments, uploads or pictures in Credait. It is purely a text only system. This makes it load faster even in 2G environment. This is a critical element for on boarding and recruiting in those countries where there are no internet connections.

First, a note on why current tools in recruitment are not qualitative: There is absolutely no tool available for skilled non-professionals (people without resumes). Even among professionals, candidates include most key words from the job description. Therefore, be it human or automated machine screening, filtering the right candidates becomes a cumbersome process. Candidates even resort to cheating the automated systems. The Credait system however, allows only a maximum of 3 entries in each credential field. For example, candidate A can have 10 subject expertise (SE), but Credait will only allow 3 SE’s. The candidate therefore, in his/her best interest, will be compelled to put their most prominent SE’s. Invariably, the opportunity to glorify multiple credentials is eliminated. Credait’s search algorithm is another USP that ensures qualitative match between employers and job seekers.