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In last two articles, we discussed "The Fate of Resumes" & "Why Manual Screening was a bad Idea?".

Here we discuss how resume screening is traditionally done and what's the best way to do it in 2018.

Do you know the average time taken for a single hire?

23 Days!

According to a data from Glassdoor Economic Research, the average interview process takes about 22.9 days which was only 13 days, 4 years back.

The data also shows that Resume Screening takes the bulk of the time from the recruiting process. On an average 23 hours is spent in screening resumes, which is quite a lot.

According to Ideal -

“52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool.

Let’s face it.

Hiring time has increased tremendously in the recent years.

The bigger the company, greater the time.

What's Resume Screening?

Resume Screening is a process of determining whether a particular candidate is qualified enough for a job, depending on skills, education, experience etc.

In other words, it ’s a process where job requirements are matched with the qualification of the candidate.

If the resume is matched, the next step is usually an interview or a skill test.

Steps in Resume Screening

In most cases, the screening process can be divided into 3 steps based on minimum qualification and preferred qualification.
Step 1: Based on Minimum Qualification

Minimum Qualification is the mandatory qualification required in order to take a particular job. Some examples would be -

  • Candidate should be from a particular location
  • Candidate must have a minimum 5 years of experience

This is the first step to resume screening which helps in reducing the number of resumes. This is because even if the minimum qualification is stated, people still submit their resumes.
Step 2: Preferred Qualification

This is the second step in the resume screening process. This qualification is not mandatory but if a candidate has these skills then he has a greater chance of being selected.

For example, many companies tend to select candidates who have previous office experience than freshers.
Step 3: Final Shortlist

This is the final step in the resume screening process. This is where the best candidates are selected for an interview.

This decision is based on many factors such as Skills, Education, Work Experience, Location etc.

Different factors that affect Hiring Time

There are different factors that affect hiring time. These include Location, Size of Company etc.

Location

So different cities have their own way of hiring. The procedure followed to hire in Silicon Valley will be very different than that followed in Washington.

Here are some stats from Fast Company -

  • Portland - takes about an average of 25 days
  • San Jose - takes about an average of 24 days
  • Seattle - takes about an average of 25 days
  • Miami - takes about an average of 18 days
  • India - takes about an average of 16 days
Screening

There is a standard process for interviews depending on the company. No matter how the process starts online or in person, the time varies depending on the process followed by the company

Depending on the job profile, the time increases when furthermore tests are added, such as Coding Tests, Background Tests, Skill Tests etc.

Size of the company

According to a study by Glassdoor, the hiring time significantly increases for bigger companies, especially for those who have expanded to multiple countries.

The data showed the following stats -

  • Companies with < 1000 employees - 22 days
  • Companies with 1000 - 9999 employees - 26 days
Job Titles also makes a difference

The time significantly differs according to the Job titles. So the hiring time for Senior Level employee will take more than hiring a fresher.

According to data, the average time takes to hire a bartender is 6 days whereas the time taken for police officers is 127 days.

Source - GlassDoor

So how can you reduce hiring time?

According to a study, Recruiters spend most of the time in screening resumes. Apart from the large time taken, manual resume screening has a lot of problems like mentioned below.

Problems with Resume Screening

The is the number of problems associated with manual resume screening. Let’s see few of the biggest ones.

Takes a lot of time & Volume

Resume screening can take more than 23 hours for a single hire. This time is even larger for big companies.

Resume screening is the tougher tasks in the hiring process. A job opening receives an average of 250 resumes. Out of these 250 resumes, about 85% of them are unqualified.

So let’s say an HR spends more than a day going through these resumes and still fail to hire a candidate.

Ultimately it helps the company save a lot of money.

What’s the solution ?

Normally companies solve this problem using an ATS ( Application Tracking System). This system allows to you manage candidates.

So it basically helps in automating resume screening through keyword matches or knockout questions.

But it comes with its own problems.

Keyword Stuffing!

As many candidates would be knowing about ATS, they stuff irrelevant keywords. This again results in -False positivesDue to keyword stuffing, ATS can screen in a candidate which is not at all qualified and companies might also waste time in interviewing these candidates too. False negativesSimilarly, there may be candidates which are screened out a good candidate only because there are 1-2 keywords missing.

Whatever the case maybe an ATS is not a good option for recruiting.

Quality of hire

Quality of hire can be measured using different ways -

  1. Depending on the hire’s performance after joining.
  2. Depending on the hire’s performance in the last company.
  3. Depending on the recruiter’s satisfaction.

While an ATS can solve the problem by reducing the number of resumes, it’s not able to capable of measuring the quality of hire. It won’t be able to rate a resume which ultimately helps me to improve the quality of hire.

So what’s the ultimate solution ?

There have been a lot of advancements to improve the process of hiring. Right from automation to AI, one major software that has greatly solved this problem is a Resume Parser.

What’s a Resume Parser?

Resume Parsing is a process where the unstructured form of data is converted into structured form. Resume Parser is essentially an application which analyses resume/CV and extracts the data into a machine-readable format such as JSON and XML.

The various advantages of using a Resume Parser -

Volume & Saves Time

The main problem with manual resume screening is that it takes a lot of time and the volume.

A resume parser can help solve that problem. So whether its 100 or 1000 resumes, the parser can easily handle large quantities at one go.

This helps to save a lot of time which can be used for other important tasks.

So, you can focus more on interviews than screening unqualified resumes.

And because its the machine doing your job, you won’t miss even a single candidate which you can otherwise.

Quality of hire

As we discussed earlier that the main problem with an ATS was false positives and false negatives.

Using a Resume parser fixes that as it doesn’t screen on the basis of keywords but using lot more variables.

Filter out the best

You can filter out the candidate on the basis different variables.

Just for an example -

Let’s say company X only wants candidates who are a resident of Bengaluru. He can easily do that by adding a filter.

This saves a lot of time and hassle which would otherwise take if he manually reviews all the resumes.

This way you will be able to focus on the candidates that really matter.

Saves Money

All the companies who have used Resume Parser have got a good ROI after using such tool.

Tips for Automated Resume Screening Keywords

Most Candidates know the resume screening process and how that extracted data is handled by the ATS. So they stuff in the keyword (required by that particular job) to be in the top results.

So, it’s very important that a recruitment officer is not overwhelmed by the candidates at the top of ATS and that he should focus on candidates that are experienced in the required skill and the companies he has worked with.

Get help from Skill Testing Platforms

In some cases, there might a good number of qualified resumes. But it’s not advisable to interview them as most of the times resume alone can’t tell how skilled the candidate is in that particular area.

A good option is to use Skill Testing Platforms such as Brainbench or completely outsource the interview by using AirCTO Interview (interview conducted by Experts) to save time in interviewing the unqualified candidates.

So which Resume Parser should I use?

We saw that there weren’t any good Resume Parser in the market. So after a year’s research, we developed our own Resume Parser.

AirCTO Resume Parser, which is an advanced resume parser is built to solve recruiter’s major problem, “Resume Screening”.

Why AirCTO Resume Parser API?

Here’s why you should AirCTO Resume Parser API.1. AccuracyOur Parser Technology has a very high data extraction coverage which is way higher than the competition.

Just for some data, our data extraction coverage for Email is 100% (highest) and for Work Experience is 70% (lowest).2. Support for multiple file formats -

The AirCTO Resume Parser supports multiple file formats including PDF, Doc, and Docx(Microsoft Word XML format).

These are the two of the most common file formats used to create resumes.

Support for more file formats would be added soon.3. Easy to consume the dataAs a recruiter, you need to deal with differences of types of resumes. All resumes have different formats, fonts, presentation etc.

The tool will help solve this problem by showing the right information in the right place so you can easily go over more candidates in lesser time.4. Customisable The output response you get is in JSON (JavaScript Object Notation) format, which is way popular than XML (Extensible Markup Language).

Furthermore, we can easily customize the API according to your company. So whether your’s is a Tech Company or a Non-Tech company, it doesn’t matter.

Our API is being used by some of the big companies like -

  • Orcapod
  • Klimb
  • TheSalesTalent

Conclusion

It’s for sure that more and more advancements will be made in the recent future to simplify the hiring process.

There’s no point in running away from such technology. Many companies have already adopted such technology and have got good ROI too.

So if you are interested in trying our products, you can always mail us or you can see it yourself by clicking on the Live Demo button below.

Hopefully, the post helped you in understanding Resuming Screening and how a Resume Parser can benefit your company.

For any queries or questions, you can comment below.

Thanks!

Request a live demo or trial to see the power of AirCTO’s technology for yourself.

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In the previous article, we talked about How Resumes still exist in 2018 and will do in the future too.

But there are lots of problems associated with manually screening resumes. Be it a small company or a large company, managing resumes are getting difficult day by day. While some companies are using tools to solve this problem, others do it manually by hiring a person who manages this extracted data on an excel sheet or any other suitable platform.The main question is why analyze resumes when you have so many places to get candidates for your job?The simple reason why companies put so much effort is that before wasting time and effort in finding candidates elsewhere because it’s better to look through the ones who previously applied on their site for various job openings.

Many deserving individuals don’t get selected, even for older listings because the requirement is always lesser.

Companies can save money and also can hire such candidates who are already quite interested in working for their company rather than the other way round. What’s the end result any company wants? Why are they putting so much effort into managing this data?A good hire. Right? The end goal is to hire the best out of the lot.

Here’s a quote by Helen Keller -

Alone we can do so little, together we can do so much.

Every company needs a strong team.

But there’s one big issue here, manually screening resumes leads to many problems.

Let’s see what they are:

1. The Human Brain can only Take in So Much

There’s no prescribed format or style a resume should be created in order for a job application. Candidates share their resumes in different formats which makes it incredibly difficult for the Recruiter to go through the resumes.Aside from the formatting, people use different fonts, colors & font weight. Now imagine going through hundreds of these resumes at a time and manually extracting data and writing it somewhere. The brain needs to get accustomed to each format every time you analyze a new resume. Though the brain can handle such situations, you would be a lot more productive when you analyze the resumes with the same formatting. Won’t you be?This doesn’t only lead to more time taken but you are bound to miss things resulting in a lot of errors that can sometimes cost your company too.

2. Human Bias

According to NCBI -

Human judgment and decision making are distorted by an array of cognitive, perceptual and motivational biases

Recent evidence suggests that people tend to recognize (and even overestimate) the operation of bias in human judgment - except when that bias is their own.

So it’s quite normal to create a bias for someone due to some things.

For example, when an HR is going through a lot of resumes, he/she might create a bias by seeing the formatting of someone’s resume or maybe a set of skills.

But just think for a moment:Does a good resume means he’s a good candidate too? Well, chances are he might be good but the opposite is also equally possible.

But even knowing all of this, people favor candidates all the times for some reason or the other. Why would someone qualified, a better fit for the company doesn’t go through to the interview because his resume looks ordinary?

This ain’t right and can cost you sometimes.

3. Cluttered Information and Data Management

After speaking to multiple HR Managers, we found that when going through the resumes they have set of things in their mind. For example Years of Experience, Skills, University etc.

Let’s say an HR is looking for a certain skill in the resume. The chances of skill being mentioned in the same place in every resume are almost nil. Different people give priorities to different attributes. Not only would it be extremely difficult to go through hundreds of resumes, you are prone to miss things hence make mistakes.

So, you can end up tagging certain skills to a candidate knowing nothing about it. This leads to false negatives.

Most companies store this information for future reference. This way you are bound to lose time in future when contacting such candidates. And as the number of resumes to be being analyzed goes up, so does the number of errors. Makes it extremely difficult to scale.

What’s the Solution?

Humans tend to make mistakes and there is no problem in that. But why would your company suffer when you can automate things. There are a lot of products in the market which is made to solve these problems.

One great tool is a Resume Parser which essentially is an application which analyses resume/CV and extracts the data into a machine-readable format such as JSON and XML. It helps you to not only visualize the data as you like but also makes it easy for you to search candidates within millions of candidates based on your specific requirement.

Conclusion

We have seen above the problems relating to manual screening. It’s mostly due to human errors which can cost a company at a later stage. The ideal solution would be to automate the resume screening process.

To know more about Automated Resume Screening, we are working on a complete guide to Automated Resume Screening and a How to solve the above issues.

Check back in a Week!

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What is an integral part of the hiring process?

A Resume, of course.

But did you know that the existence of resume is from the 1440’s?

So how and who invented the resume?

Leonardo Da Vinci was one of the first persons to use resumes. In the year 1482, Leonardo da Vinci wrote a letter to the Duke of Milan in an attempt to gain his patronage and support. His letter listed his skills and experience to his potential patron, which we all do in the modern world to our potential employers.

Apart from the long history, Resume is a very important piece of document for anyone looking for a job, no matter what the job title.

While the format of Resume has greatly changed since the 20th Century. From a piece of paper to a digital document we have seen it all.

But the main question lies, Will Resume die in the coming years?

Many Futurists claim that Resume is dying & even death. I strongly disagree with this though!

Resume Writing is not dying anytime soon.

While the process of creating it and the format would change in the coming ages but the whole existence and necessity of it aren’t dying anytime soon.

Here are my reasons to back my statement -

1. Companies Still require it

Most of the companies, be it small or big still require a resume early in the hiring process. It’s often the first point of communication between the company and the candidate.

Of Course, the number of unqualified resumes received for a particular position is growing in number, but that doesn’t mean resumes are dead.

You can solve this problem by using a Resume Parser. Resume Parsing is a process where the unstructured form of data is converted into structured form.

It saves time and money too.

2. LinkedIn and Resume

Many people think that after platforms like LinkedIn, resumes have lost its value.

But LinkedIn and Resumes are different.

This is the reason why you will still need a resume when applying for a job on LinkedIn (Easy Apply Feature).

GlassDoor says -

At the end of the day, you need both – a resume and LinkedIn. However, there is a marriage between the two that many people overlook.

Moreover, LinkedIn owns LinkedIn, including all the rules and regulations. They have their own way of showing things and might decide or might not show a particular field.

Whereas a Resume is a piece of document that you own yourself and you can format it as you want.

3. Different Formats

The format of Resume has significantly changed since the inception of resumes in 1480’s.

From a written resume to a video resume, we have seen it all.

The concept of video resume came from an episode of How I Met Your Mother in 2009. You can see the video below.

Barney Stinson's video CV - YouTube

AdWeek says -

These days the job market is getting tougher and tougher and applicants are trying to get creative in order to stand out from the rest of the job-seeking crowd. Video Resume definitely looks like the future.

Video resume helps the HR know more than just your qualifications, but your body language, confidence etc.

But even with the various advantages of video resumes, no HR has the time go through a video when they could just skim through a resume.

Apart from Videos, there are many Portfolio websites that are being used in place of a resume.

While the above two must be pleasing to the eye, the traditional resume format is not going anywhere anytime soon.

This is because these formats have their own big pitfalls in comparison to a traditional resume which doesn't.

4. Volume

The main problem with resumes is not resumes but mainly with volume.

According to a study -

A job opening receives an average of 250 resumes. This is just an average number, think about the number of resumes a large company would receive.

A lot of manpower and money are wasted by companies by going through Resumes manually. And when 85% of the resumes are unqualified this problem even increases.

Volume is just one part of the problems of manual screening. Even if you deal with this huge volume manually, human errors and bias come into play, which no company would want.

What are the problems with Manual Resume Screening?

Read this - Why Manual Resume Screening might be a Bad Idea? [3 Reasons & Solution]

Conclusion

Even with all the advancements in the process of hiring, I see no reason why resumes will die in the future.

What do you think?

Share your own views below in the comments section.

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According to National Statistical Commission Chairman R.B. Barman, the emerging field of data science using conventional tools, machine learning, and artificial intelligence is a "fertile area of research" for deeper insight on the market microstructure, hidden in voluminous transactional data of customers.

He further goes on to say, "The numbers are not known. Only price is an indicator. There is a shortage. Today if you want to employ, there are some companies in Bengaluru, I think they pay anything from Rs 20 lakh (per annum) and above."

In the course of our journey, we have seen a lot of startups trying to acquire great talent in data science. There are already a lot of big companies like Myntra, Flipkart, who are known for having great data science talents on board. However, for new and emerging startups, there are a lot of confusions while hiring for this emerging and demanding role. Few of them are,

  1. What are the skills to concentrate on?
  2. When to have an in-house data scientist?
  3. How much to pay the Data Scientists?
  4. Examples of a good JD
  5. What is the number of data scientists in India? And in specific metro cities?

We have covered the first two points in our previous article. After that, we got requests from a lot of people to provide details on the points 3, 4 and 5 mentioned above.

So, we decided to dive in deep and find out more about the numbers in India.

Are StartUps hiring Data Scientists?

As opposed to the popular belief, besides the big Analytics players, a lot of small and emerging startups are hiring for data scientists as well.

As you can see, Bangalore beats the other cities by a huge margin when it comes to hiring data scientists. And as the demand-supply principle goes, the number of Data Scientists in Bangalore is also the highest as compared to other cities.

According to LinkedIn data, the total number of data scientists(partially excluding the data analysts) is approximately around 8000. One mistake many startups does is expect a lot of criteria while hiring data scientists, without considering the number that the market has to offer.

One of the criteria being, the candidate should be from a premier engineering college like IITs, good NITs, BITS Pilani, DTU etc. Now, we did some research on the number of data scientists who are actually available in the market and come from these colleges.

The number of data scientists coming from premier colleges, all over India is roughly around 1709.

Distribution of data scientists from premier colleges

As you can see the number is not much and good data scientists from premier colleges are really short in number. If you're a new startup, maybe colleges can be one criterion you can do away with.

Now that we know who are hiring and what's the target market, let's discuss on the payscale offered to data scientists on an average.

Referring to Angel data, generally Indian companies hire for these positions,

  • Data scientist
  • Machine Learning Engineer
  • Senior Data Scientist
  • Lead Data Scientist

Of course, the pay scale can be adjusted according to your own budget and needs.

Now,that we are clear on the payscale and other details, let's discuss about platforms which you can use to hire good data scientists.

Upworks

If you're a new startup and are not sure if you need a data scientist in the long-term or if you don't have the resources to hire one and are looking for a part-time person, Upworks can be a great platform to hunt data scientists. Their charges start from as low as $5 dollars an hour and goes upto $55 dollars an hour. You can find more details from here.

AirCTO

You can use AirCTO if you are looking to hire full-time data scientists starting from 1 year to 10+ years of experience. You have to create a proper JD and add your budget and extra specifications ( like startup enthusiast etc). We have a database of data scientists already connected to us, besides we reach out to new people on a regular basis through personalized messages and offline interactions and educate them about your brand & product.

Recommended AirCTO Data Scientists

LinkedIn

If you're in no mood to pay for recruitment, you can look in LinkedIn and type the proper keywords. You need to be present personally to answer the queries of the candidates and generate build a good relationship with the prospects. However, this method might not work if time is a factor, because the time gap starting from hunting a new prospect on LinkedIn, engaging, convincing, screening, shortlisting, interviewing, offering and onboarding him/her can easily be up to 3 months. As a founder or hiring manager, you often wouldn't have the time for that.

Networking

A time-consuming process indeed, though it comes with long-term benefits. But, it is feasible only when you are also slightly related to the field of data science or are a techie yourself.

For a non-tech founder, it makes no sense to spend the majority your time in tech-events(though it's okay sometimes) for hiring a single data scientist; when you can spend that time in growth-hacking meetups or other events. For a recruiter, it can be beneficial if you're really serious about tech-recruitment.

You can always ask your friends to refer, but it doesn't work out in the long-run. We would suggest you educate yourself about the process of hiring a data scientist (refer this article and this, that will be more than sufficient), create a proper JD, and entrust a proper service to hunt for data scientists for you. But, first, be informed yourself.

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"If you don't take hiring seriously, nobody else in your company is going to." That was the advice of Leah Scanlan, operating partner at venture capital firm Khosla Ventures, to startup founders at a recent RocketSpace event about startup hiring and talent management.

If you’re looking to hire tech people as an early stage startup, the first question that you need to ask yourself, “why would anyone join me?” Push your business as far as possible before taking on a developer.

The more progress that you can show, the more serious that you'll look, and the more attractive to a new founder/technical employee. If you can't show something for yourself, but you want to get the majority of the up-side, why should anyone join you? Your early employees will be enticed by your idea, but you need to set an example by doing all the legwork.

It’s all about how you position your product, position your vision, belief and sometimes your own pedigree, before the relevant candidates. Follow the 6 tips to get a head-start in the process of building a star development team,

Leverage on the Founder credentials

If you’re the founder of an early stage startup, you can safely assume that most of the developers out there would not have heard of your startup. They are going to have lot of queries even before they acknowledge your request. This is a good time to talk about yourself.

Our sourcing team did a little survey recently, where they had two sets of candidates let’s call them A and B. Candidates in both the sets were pitched for the same growth stage startup, but one of them was given the founder information while the other group was not. The alumni background was pretty interesting. The result was that, the positive response rate was almost 40% greater in the set who received the founder information. The candidates agreed to have the initial call more readily while many expressed the desire to know about the founder and the startup.

If you're online, it's great to have a section - "About the Founder", and you can share the same with the candidates while pitching them.

Following is a great example to do it,

State your mission & goals

Quite often, a new startup founder as well as the early employees will believe in certain things which forms the company mission later on. Most of the times these intricate details will be all in the head and not on paper. Mission of an early startup is not only the set of points the team members believe in, it is a way of life.

For example, you aim to change the fintech landscape and wish to help the novice investors in making the correct investment decisions. Your initial product has been launched and has received good appreciation and stable traction. You are a team of 10 people who strongly believe in innovation and have “get it done” attitude. Your product roadmap includes capturing the personal finance landscape and then diving into B2B corporate segment. On the tech part, you might have some interesting work coming up on AI.

These are the information a person looking to join you will seek for. Your business plan and your product roadmap are two of the most important things defining a tech startup. Don’t fail to communicate any one of these to the candidates because they are indeed a deciding factor.

Also, The experience you create when candidates come in and meet with others is very important. If your teammates lack passion or are off-message about what the company does, it doesn't leave a good impression on candidates. Make sure that your present employees are motivated and they believe in similar things like you do.

You must have seen airbnb's mission statement, doesn't it make you feel special?

Check out some inspiring mission statements from here.

Have a dedicated tech-careers page

If you’re relying on inbound candidate applications for driving your hiring pipeline, you need to have a proper page for attracting developers. Our team had conducted a research with almost 575+ developers regarding what are the parameters they are looking for while searching for a job. You can read more about the research from here. What they found was that you cannot have a common careers page for the technical and the non-technical roles.

The technical people are looking for something very different like information about your tech-stack which you cannot include in the common careers page. You need a page dedicated to and focused on your engineering team only showcasing different engineering events happening in your office, the engineering blog etc.

Ask relevant questions that reflects passion

As a founder taking the initial call with a tech candidate, it becomes very easy to be swayed by great communication skills and technical jargons. Very often, you’ll see that passion can be faked as well. Always go through resumes carefully and if required, try to look beyond it.

For someone who has mentioned his Github or Stackoverflow profiles in his resume(with good scores or karma), it shows that he is into some serious open source contribution and that’s a very very positive thing for any startup. These are the people you want and shouldn’t bargain too much with while deciding the CTC. Appreciate the serious folks who are ready to take a step down and join your startup. If a developer is good, there won’t be a dearth of jobs for him and for getting these people, you need to put yourselves in their shoes and decide what can you offer them for the kind of talent and passion they are ready to bring on the table. Start the communication accordingly from Day 1.

Here is an infographic which gives a basic overview to build a tech team,

Research before putting out an offer

Since you are new into the hiring stuff and probable have just started, deciding on a good figure for CTC often becomes a major challenge. Even before putting up the job, talk to your peers experienced in prior tech-hiring or reach out to people over LinkedIn who are specialized in tech-hiring and discuss about what the market is ready to offer. No hiring is perfect, and in the case of startups there are compromises made maybe you got for a 80% guy and not the 90% guy since you can afford the 80% only. It happens, don’t fret over it, just put out an offer after weighing all the factors carefully like your requirements, your budget, candidate skills, market conditions, the long term value etc.

Have an identical hiring process

Follow the identical hiring process with identical hiring team for each candidate for a given role. This is an important point. It’s possible for an interviewer to get maybe a little biased at times. That’s why have a dedicated hiring process for a given position. The questions in the interview can change depending on the candidate profile,but try to have a common coding exercise. Also, it works best if you do the initial round of screening with the help of experts who have been doing it for years and then pass on the selected ones to your own take it. Saves a lot of time and bad hires.

In case you have a dedicated tech-interview team, try to have 2-3 levels of interview and don’t reveal the opinion of one interviewer to the next one. Many big tech companies follow this procedure which removes errors like biasness, false positives etc.

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According to a report by CyberCoders, the digital universe will reach 40 zettabytes (45 trillion gigabytes) by the end of the decade, a 50-fold growth. This brings us all to one question, “What do we do with such vast amounts of data?”

As Jonathan Shaw pointed out in Harvard Magazine, it’s not the amount of data that makes it a really big deal, it’s the ability to actually do something with it.This trend leads to the emergence of a new set of folks - known as data scientists who help in extracting meaning from the data and help businesses take important decisions based on that.

So, why data scientists are so difficult to hire?

Data Science is an extremely complex domain, where the candidates are expected to have fairly strong programming skills and statistical understanding of ML. According to this report, data scientists are one of the most in-demand jobs in the world. Given the high requirements for this position, there is a huge talent gap — McKinsey Global Institute estimates the shortage of data scientists in 2018 at 190,000. And the number takes a bigger shape when it comes to senior data scientists.

So, in this circumstance, when everyone is competing for the very limited amount of talent, how can you make sure that you land up building a great data science team?

Know what to look for

Typically, a company should look at candidates with fairly strong programming skills and statistical understanding of ML. Exposure to big data platforms like Hadoop and Spark would be added bonus. Decision making, random forest are other topics generally vetted in a data science interview. You should see if the candidates have an understanding of what goes on in these and the knowledge of which problem should not be put into these.

More than implementing the algorithm what matters more is, given some basic input of data that's available, if they are able to make the choice of selecting the proper tools and algorithm.

As a business, you should be very clear about your requirements and the core competencies required to ensure data scientist are able to develop models that support and benefit enterprises.

And the most important part is a good JD. Create a proper JD focusing on your business needs, stating all the must-have and the good to have skills.

Broaden your target

When the demand is more than the supply, you can’t be very stringent with your requirements. Data Science is a very specialized skill and the no of people with 5+ years of experience are difficult to find in this domain. We have often seen companies mention a dozen of criteria who fail to land up with one single hire because they are being too stringent with each and every skill.

According to Deloitte, leading IT consultancy, most universities and colleges aren’t able to produce data scientists fast enough to keep pace with industry’s demands. There are not sufficiently trained data science professionals, most of them are trained on the job fresh out of their graduation. Some would come from engineering, mathematics or statistics background and some of them would be trained some institutes like Aegis School of Data Science. There are various courses available online as well, but you cannot expect a great professional from a course of 6 months or a year.

So, you need to structure your team accordingly. You can get freshers and train them in-house, of course take any decision after a proper cost-benefit analysis.

Ask yourself - Do you need a full-time guy?

There is a different alternative to getting your projects done as opposed to the traditional ways of headhunting. Websites like Kaggle, Analytics Vidhya, conduct contests and offer huge prize money for those who rank well in those contests. These can be as good as a job experience. How these contests come out is, suppose you are a company and want to build a recommendation system for yourself. You can recruit say 4 data scientists who can build that for you which is great, but on the hindsight, let’s face it, data scientists do not come in cheap. What if the recommendation system does not work after you pay them a salary for one year. There is a huge opportunity cost involved.

Instead of that, you put up a contest of 1 million dollars on Kaggle and pay that amount only to the guy who can provide you with a satisfactory solution. Since it's a global contest, you also get to choose from the best of the best. But of course, if your company is heavily based on data, you would need an in-house person as well. But you can always outsource some tasks.

For startups - when to hire?

As we all know, startups run on a tight budget and it becomes difficult to have an experienced data science person in the initial stages. Again, it totally depends on the business. For example, in an e-commerce system, where 70% of your sales is given to the recommendation system, a data scientist is probably the key element in the organization. Ideally, it’s best to be in touch with someone when you are initially planning the startup.

Even if you are not going for a full-time hire, rope him in and he is going to advise and guide you, perhaps as a consultant during the early stages (given he really believes in what you’re doing). Today, the world is data-driven; we lag behind in keeping track of these data, and we end by saying that the world is chaotic instead of following and analyzing those data sources. Thus, even if you’re a startup the early you start planning, the better it is.

Don’t ignore business-sense

A right candidate does not only know his job well but someone who is well-aware of the user journey or user behavior from a business perspective. That’s why you would often see management graduates moving in the field of data science and data analytics as well. Always choose someone who understands your business and your user.

So, these are the 5 things startups should do to get great data scientists on board. Did we miss any? Let us know in the comments.

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It was like any normal day, I started my day with reading random articles that showed up on my feed. I was scrolling down through most of them as I usually do until something caught my attention.

“F* You, I Quit — Hiring Is Broken” - I wrote this story to share my tech interview experience during past several months and why I’ve decided to stop looking for a job.

The author is Sahat Yalkabov, he almost lashes out at several well-known tech companies, expressing his frustration on how broken the tech-hiring process is, criticizing the attitude of the recruiters and interviewers alike. Shortly after this article was published, there was a debate in Hacker News, almost on a personal level, with some people for and against it. There were many developers who came out and reinstated the fact that tech-hiring, in no doubt is broken.

This was the view of the developers. Now, if we see things from the perspective of a tech-company unless you are one of the giants offering “showstopper” jobs, it almost never happens that top tech talent comes knocking on your door. Good developers are quickly snapped up because as passive candidates they get subsequent offers.

According to a research by Statista, which gives the data of how recruiters reach out to potential candidates shows that we are trying to attract the same talent pool(which is limited) almost with the same amount of efforts but are expecting special results. There are many things that we as recruiters or founders or anyone responsible for the hiring process are messing up. Realizing these mistakes are often not easy and accepting them even more difficult.

As mentioned in the post by Sahat Yalkabov, if a candidate is rejected by a BigCorp (and not in a pleasant way), there will be 100s of others lining up for the same job, but unfortunately for the rest of the product companies hunting for good engineers, it doesn’t work that way. Some very prominent startups in India often have to wait more than 2-3 months for filling up a senior tech position.

So, what can you do to avoid a mess-up (simply because you cannot afford to),

Don’t outsource sourcing to generic vendors

There are indeed a lot of recruitment firms or consultancies to choose from. As an HR or founder, you have to be very careful while selecting one of them. Many HR professionals are tempted to choose randomly, but always remember, when the quality of your sourcing goes down, Quality of Hire is also likely to decrease.

Take the time out to research on their services provided by the concerned consultant, like if they are specialized on tech-hiring, the companies they have provided talent to previously, if their team understands the tech-world well, etc. If you’re going for outsourcing, a good way to do the same would be to have separate vendors for the tech and non-tech hiring.

Have a qualified screening process

Don’t miss out good candidates who apply on your careers page, if you don’t revert back to candidates, they might feel ignored and it happens A LOT. As CareerArc study points out 36% of employers never notify candidates about their status. You have to show real interest and dedication to get real interest from good developers.

It’s sometimes good to outsource your initial screening process to a proper parser tool or scanner tool (considering you receive more than 30-40 resumes a day). Also, make sure the person going through resumes post the scanning stage understands the keywords and their substitutes. You may be losing perfectly qualified leads because you’re not getting the technicalities right.

Don’t judge an elephant on his capability to swim

Luck and chance should not be part of the tech interview process. You must be having a dedicated set of interview questions, but during the interview try to personalize the questions based on the candidate profile.

Let’s say you are hiring for a frontend developer with 4 years of experience, if you ask him Dijkstra’s shortest path algorithm or breadth-first search(which was a part of his college curriculum) instead of the work that he has been doing in the past 4 years which might be javascript or frameworks like angular, node, or react, you stand a fair chance of losing the candidate.

Let’s face it, many a times people google a lot of things while coding, if the person is let’s say a 2 years experienced guy who likes to refer to google to look up at certain things, you as an interviewer need to understand that it’s only logical(considering his initial basics are at place). Most of the people who want to join a growth stage startup, do it because they want to learn more and they will pick it up on the job.

But, things change a little when the position is for a tech lead or senior architect. These people need to have been there and done that and should know their facts right. They need to lead a team and should have a sound knowledge of architecture. Like it’s easy to build a thing, but what matters is how you build it and any senior developer or architect should be well-aware of these things. So, for them, it doesn’t make much sense to grill on a scripting language.

Don’t make the coding test very complicated

After you shortlist a few candidates, the general way is sending a coding exercise after a brief telephonic chat. The problem here is that very few candidates actually end up completing the coding exercise. To give you an approximate no, out of every 10 only 2 candidates might be actually doing your test. After speaking with several candidates, here are some of the inputs we have received as to why they avoid doing a coding exercise

  1. The coding exercise might be complex and would take a while which is a burden even for active candidates.

  2. Passive candidates don’t have time, as they were quite happy with what they are doing currently(hence passive). They are often happy in their job and have their free time sorted out in the form of hobbies or spending some quality family time. For these people, nothing is a bigger buzzkill than an activity that offers nothing to the candidate other than more of the same work they do.

  3. Some of the candidates have had a bad experience with the previous companies where the HR never got back to them after the first coding exercise, so they are skeptical of wasting their time.
    Some might have more than one company in the pipeline, and they would prefer a company without coding exercise criteria so as to get the interview process started asap.

  4. These are few of the many more reasons. This is a big problem and soon we will publish an article dedicated towards this problem. There is not one absolute solution to this problem, but you can start with the interview round and conduct a 1:1 coding exercise, which also removes the chances of spoofing.

Keep all these details in mind while optimizing your tech-hiring process, ask the relevant things to specific people, else you will end up complaining like most of the startups over there on the dearth of good talent. Also, sometimes, you need to give a chance to passionate people to prove their real mettle. Vet a candidate on his overall profile and not only on his theoretical or whiteboard skills.

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Are you a non-technical startup founder looking to build a technical team right from scratch? If that’s the case, you must have already googled through tons of articles. Unfortunately, there is no one article which tells you what are the things that you should do to hire a developer being a non-tech founder. Or in case if you don’t have a tech co-founder, you might also become apprehensive about building a tech-product as a non-tech founder.

And, if you think it’s difficult, you’re right. It IS difficult. But, you shouldn’t be disheartened.

This is the average distribution of the background of a founder,

Credits - Studyinternational

See, you’re not alone. For some more confidence, Plenty of growth stage startups have non-technical founders, some of them include FoodyBuddy Rachna Rao - IIM B alumnus, Ex-Zynga; Remedico -Ranjit Bhatia, Ex-Sequoia; Transfin- Nikhil Arora Ex-EY et al.

So, how do you go about hiring the technical people when you’re a non-technical founder?

Educate yourself about Market Condition

Finding employees is a pretty much standard process. But, when you are hiring tech-talent on niche skills like React, Node, Data Science or the likes, the process is quite difficult. It’s hard to find the good developers because either they have already been absorbed by reputed tech companies, or they have already started on their own.

So, while you’re out for job hunting, you have to be realistic. You cannot expect talent on the likes of Amazon or Facebook (unless your product and the founding team has something great to offer). Also, you have to understand what talent the market can offer you. For example, there is a scarcity of good React developers, in case you get one, you might have to compromise on the salary or the educational pedigree if the talent is good enough.

Build your own instincts about technology

You might not know anything about the technical jargons, but once you have decided to build a technical product, as a founder, you have to be a part of the ship. As a non-techie co-founder, it is at least very desirable to have an overview of how technologies come together to help your company achieve the solution that satisfies your customers requirements, which aspects of the technical systems involved handles customer data, what components of your technical architecture will or may come under regulatory constraints (either Industry drivers like PCI compliance or other Govt. regulations ) , how technology will help you in supporting your customers post launch of your products, how is your software released and delivered securely to customers (and who controls those digital channels) and a host of other similar questions.

So get involved and get to know the overviews of the technologies being used and what aspects of your business are these technologies really building/supporting. What questions are they answering and overtime you have to develop the ability where you understand them better and are able to if required in the future actually contribute meaningfully alongside your technical co-founder into the important decisions of say build-vs-buy/replacements of technology elements of the value proposition/products & service that you are or plan to offer to your customers in the future.

Once, you understand the short term and long term product roadmap, you’ll be able to plan your resources accordingly. The feature release list should be able to show you a roadmap for the next 6 months or so and you can form your tech-hiring pipeline accordingly.

Know what to ask your tech-candidates

If you’re hiring for technical people, you’ll be receiving a lot of applications from different sources, as a non-tech founder, you’ll have two major challenges before you,

Screening the resumes

To be sure of the criteria that you’re looking for in the resume, make a checklist,

  • What is the new employee’s business purpose?
  • What their career course will be like?
  • What are the good to have and must have skills possessed by them?
  • What kind of projects should he/she have done?

With the criteria cleared up, the task of initial shortlisting becomes easy and saves you from getting distracted by a flashy resume. You can do it manually but it’s going to cost you some time. There are various tech-hiring tools that can do the initial screening for you.

Initial call with the candidates

As a non-tech interviewer interviewing a tech candidate, it becomes very easy to be swayed by great communication skills and technical jargons.To avoid that, here are some good questions to ask in the early stages of the programming interview process:

Tell me a little about yourself and something interesting that you’ve been working on recently

This question will help you get to know the candidate a little better, and you can hear about some of their recent work in order gauge passion and dedication. For example, if someone likes to make open source contributions or is actively involved in personal projects, it means he has some real passion in programming.

Do you have a blog of your own? Are you active in social media

Another interesting parameter, not a necessity, but having a blog(a nice one) will definitely give the candidate an edge over the others. It will help you understand his thought process and discover his real passion for programming. Another plus point is if the candidate is active on StackOverflow and has good karma scores.

Another thing to look for is the social media handles of the candidate. For example, someone who is really passionate about programming and keeps himself updated on the industry news, his twitter handle will reflect the same or he will have answered some good questions on Quora. These are the attributes to fetch some bonus points.

If you’re hiring a part-time programmer or a freelancer, you can ask about his other time commitments

Depending on the length and complexity of your project, you may only want to hire someone you know will be dedicated to your project. For example, if you want someone 4 hours everyday for the next two months, then a full-time working guy might not be your best bet. However, many programmers will juggle multiple projects at once, especially if the project is smaller. Just make sure that both you and your programmer are aware of what you need.

In case of frontend developers, you can ask,
What do you think about user experience? Which is more important, UI or UX?

Generally, the answer is both and that neither of them can be ignored. This answer will generally go in the direction of user flow and behavior from interface and design perspectives and help you to gauge your programmer’s perspective on them.

Do you think of yourself as a software developer or product manager?

The ideal answer here is usually both, but assess the strengths and weaknesses of each candidate compared to the team you already have or are planning to create. Product managers are great to help design new features and interfaces and understand the business side of your product if your developer has an idea of product direction w.r.t business and understands the consumers and the industry, there is nothing better you can expect.

How would you manage a team of programmers?

This question will help you assess leadership skills and style. It also depends on the position that you are hiring for, it won't make sense if you're hiring a fresher, but anything abouve 2 years, this question can be a real deciding factor.

Real-life test

You can get a lot from seeing how a candidate solves a real technical problem. Save yourself some time and don’t fall into hypothetical talks, instead see how they perform in a real-life scenario. Look at approaches, mindset, and methodology, rather than aesthetics and scrutiny. Ask the candidate to think aloud, even if you’re a non-techie you’ll be able to have an idea of how he thinks and if he is contradicting himself at any point. To help you with some real-life questions on various tech-interviews, we have created a question database, which focuses on different technologies like frontend, backend, data science, mobile apps development etc. You can also read the interview of AirCTO experts.This will be a good head-start to go ahead with tech-hiring.

Apart from these, be straightforward with your expectations. If you think that it’s too much and you need a helping hand, you can use the services of AirCTO, which focuses specifically on helping non-tech founders build a tech team. They have already helped startups like Foodybuddy (founded by IIM A and IIM B alumni) to build their initial engineering team and plenty of others as well.

Know what to offer

We have faced queries from various non-tech founders on the standard market rate for a specific technology. Well, there is no CTC fits all kind of thing. It depends on a lot of factors like how much you can offer, the work that you expect,the quality and the background of the candidate etc. We will be creating an article very soon which covers the range of CTC that you can offer to the candidates.

Always go for a detailed tech-interview WITH coding test

Here is the most important takeaway from this article, you should never, ever hire a programmer without conducting a technical round of interview with an expert in the particular domain. Also, make a coding test compulsory in such an exercise. In our experience of conducting over 5000+ interviews, we have noticed that often a developer clears the theory round easily but falters when it comes to the coding test, it is a challenge to implement a solution in the code format.

It can be tempting to hire the first programmer that looks promising—after all, you want to get started—but do not extend an offer until you have seen the work that your candidate produces.

However, it is difficult to create an appropriate coding exercise if you are not a programmer yourself. You can take the help of interview services which lets your candidate be interviewed by programming experts. Extend an offer only when you have a recommendation from an expert.

So, these are some of the ways in which you can hire an engineering person even if you come from a non-tech background. Did we miss any point? If you think we did, write to team@aircto.com and we will try to resolve your doubts.

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Hiring tech-talent is a problem faced by every recruiter and founder on this planet. "Engineers are king right now," according to Sam Schillace, senior vice president of engineering at cloud storage and collaboration company Box. Indeed it’s true, you need engineers for everything, from building an online presence to launching a new app.

The war for developing talent is taking a serious turn with more and more product startups joining the hiring landscape every day. In India alone, the number of startups exceeds 3500. Also, adding to there has been a wide change in the candidate behavior in the past few years.

As according to Nupur Jain, Senior HR Manager of Wingify, A research stated that almost two-thirds of the workforce today comprise of millennials (people who reached young adulthood around the beginning of the millennium). This is a group which is driven by the idea to build their careers around learning, not jobs, as compared to the earlier generations.”

In such a scenario, where there are the big companies and the product startups fighting for talent, the traditional methods of hiring are becoming obsolete. The companies have to take some major steps to attract talent rather than expecting talent to knock on their doors.Sadly, even now, many companies are dependent on “outsourced vendors” to hire for tech positions, the same ones that they use to hire for other positions like sales or marketing.

And then, we hear complaints like “We are unable to attract quality tech-talent”. Few of them often realizes that for most of the times, the root of the problem lies in the way they hire. Recruitment agencies or the traditional talent partners does more harm to your hiring than any good.

Recruitment agencies are not optimized for tech-hiring. Let’s have a look, why?

Short-listing is time-consuming

If you go for pay per hire model offered by the recruitment agencies, the agencies would keep on sending you profiles until one of them decides to join the company. You pay the fees and think that you got a great deal. What you miss out on is the resource used from your end.

Considering you shortlist 30 of these 100 resumes, and call them manually, it takes up to 2 working days for your recruiter. Then if you decide to interview say 10 of them, you spend another 20 hours from your developer’s time which costs you a lot of amounts as well. These are a Cost to the company which no recruitment agencies tell you and neither do you think of it.

When it comes to Indian Recruitment agencies, they fail miserably in adopting technology to provide best services to their clients, more than half of them don’t even understand it properly. With a properly built resume parser, it will only take you seconds to scan a resume and with chatbots, you can shortlist candidates in minutes. But the agencies rather prefer to do it in an old-school way and waste both their time and yours. If someone gets hired, they indeed charge a hefty amount as well which brings me to my next point.

Excessively costly

Many of you think that since the recruitment agencies are assuring a final joining, they deserve 8-12% of the salary. It’s one of the most baseless ways of charging someone, it might work well in real-estate, but it doesn’t work with candidates, that too with developers.It’s just a notion that has you trapped. As I mentioned in my last point, most of the agencies would continue sourcing you till you hire.

The point is, why do you need so many resumes before you can make a hire, if, I repeat if the sourcing has been done in an optimized way?

There are flaws, plenty of them even before the hiring pipeline begins, tech-hiring is broken and is done in the most un-optimized way possible by the recruitment agencies. And the amount that you pay, is a lot.

In the generic pay-per hire model, the favorite of all the recruitment consultants, you hire someone and pay almost 8-10% of their salary to the agencies. So, for someone with 12 LPA(which is very normal for a software developer), the amount you pay is almost one lakh. Do you seriously think you need to pay that much to get a single person on board? You need to browse through max 10-15 good profiles and if they are sourced in a proper way, you can surely hire someone from them And let me tell you, 10-15 profiles should never cost you a lakh.

Quantity no quality

We have worked with 250+ companies till date, helping them in tech-hiring. They range from small startups to MNCs. Most of them have the concern that the quality of resumes is not at all up to the mark.

Most of the recruitment agencies use Naukri or Monster for sourcing profiles in bulk and some sophisticated ones use LinkedIn for sourcing profiles. You can easily expect 100s of profiles from them in a month or two, but if you’re looking for serious developers, you’ll end up rejecting most of them. Their focus is more on the number of resumes rather than the relevancy.

We have spoken to a prospect who stated that he was working with 2-3 recruiters and had interviewed over 100 people, but the strike rate was zero.

If you’re not really worried much about the quality of candidates and just want to get more team members, probably the recruitment agency model is going to work for you. Else, you’ll end up wasting not only your recruitment budget but also your engineering team’s time.

Not an attempt made to generate real interest

This is how a typical email from Recruitment Agencies look like,

Hi,

Company ABC Ltd is hiring for frontend developers(2-5 years of experience) for Bangalore location. Here are the job requirements,

(some 7-8 lines of JD)

Apply through this link.

Some of them do a slightly better job of adding some personalization like name and designation. But, these emails tell very little about the company which would really interest an engineer. The intricate details which would really interest a candidate are missing. That’s the reason, many of the candidates don’t really showcase their interest and even after they do, they drop off in the later stages.

Vague profiles

Most of the recruitment agencies fail to understand the real pain point especially when it comes to hiring for product startups. And their method fails even more in case of niche skills like React.js I will give a real-life instance of one of our clients. This is a product B2C startup(quite a famous one) based out of Delhi.

They were looking out for React.js folks with about 2 years of experience. And they had outsourced their requirements to a third party. According to the lead product engineer, the resumes sourced from the third party were only focused on the top criteria that were explicitly mentioned. They completely ignored the implicit details mentioned. Some were like,

They wanted developers with 4-5 projects(on react) with strong javascript skills. But, the recruiter completely failed to address this point and continued sending them profiles with just the word “React” mentioned in the resume but with no relevant work done.

This is one instance, we have 100s more. Relevancy is the part which is really lost when you outsource tech-recruitment to agencies.

Lack of empathy

I cannot emphasize enough on the importance of having a great employer brand. Good words regarding an employer spread so does the bad words. Your recruitment process should be candidate-centric with crystal-clear communication at each and every step.Most of the recruitment agencies do a very good job of reaching out to 100s of candidates on your behalf, but somehow fail to maintain the generated interest. Due to their negligence, your employer brand stands a chance of getting affected as well. Most of their process is people-driven with superficial automation and the process often breaks.

What can be the solution

You need to separate your tech-hiring from your generic hiring ways. If you need assistance, instead of traditional recruitment agencies, go for products or services that will provide you with an end-end solution right from sourcing till hiring. Also, check if they or their team is capable enough when it comes to tech-hiring(most recruiters are not) and if they have been able to automate a part of their workflow. Your tech-recruitment solution should not only be focused but should also be scalable.

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When it comes to startups, AngelList is a name well-known to everyone, be it the Founders, Investors or employees. To date, over 1,800 startups have raised more than $700M through Syndicates on the AngelList platform, receiving more than $6B in follow-on funding. AngelList was connecting startups with investors as early as 2010 and launched online syndicates in 2013.

Though started as an online introduction board for tech startups that needed seed funding, AngelList is undoubtedly one of the most used job platforms by startups for tech and non-tech hiring. In India alone, there are 4396 startups who are hiring on AngelList and the number speaks for itself. One can use AngelList to hire for different positions like engineering, marketing, sales, operations etc.

But, is AngelList really the best place to hunt for techies? To put it in another way, are they optimized for tech-hiring?

Let's find out.

Too Generic Job Page

According to our developer survey, there are certain things a tech person might search for while looking for a new job, few of them might be

  • More information about the tech-stack
  • A deeper look into the tech-team
  • Technical founders, if any. And if you’re a non-tech founder, then the attributes which can help you attract the tech talent

And all these are pieces of information which cannot be provided if you have a common job listing page for all, which in Angel looks like this,

If you go into each one of the jobs, they have almost the same format.

The UI is pretty generic with the basic information being in form of text, you cannot customize or put images in your JD. Also, there is no way you can let the candidates know about your tech-team in specific.

This is one of the problem faced by all the startups, attracting quality talent in the inbound way. At AirCTO, we have solved this problem for companies like ZeOmega, by creating a dedicated tech-careers page for them. It looks something like this,

Result : Traffic growth of 35.7% in one month, applications increased by 17%.

Lack of curation

You can be assured that you’ll get plenty of profiles from Angel, that too free of cost. But, don’t be shocked when you see someone with an experience of 2 years applying for the position of tech lead. On the other hand, the truly qualified candidates might be applying as well. So, that is an extra work of separating the wheat from the chaff.

We wanted someone for the position of Frontend Developer (2+ years in React.js), and most of the applications that we received looked like this.

It’s a waste of time and effort on the part of the recruiter.

Considering you have three technical positions open, and you receive 5 applicants on a daily basis and more than 80% applications look like this(like in our case), imagine the hours you or your recruiter are going to end up wasting.

At AirCTO, we have a process of curating the applicants before they get sent to your inbox. After a candidate applies, our scanner looks in his resume and activates his application only if he passes the scanner score.

What is scanner score?

Scanner Score is a part of AirCTO Sourcing. For example, you want to hire a backend developer with skills like python, SQL, DBMS, system architecture etc. And, you receive, say 50 applications for this position. It would take you a long time to scan through each.

Scanner goes through the resumes of the applicants and gives them a proper score matching with the job description. You can shortlist the candidates based on scanner score.

It looks something like this,

Resume Score not only shows you the accurate measurement of the quality of a resume but also saves you a lot of time.

Communication

This is the part which eats up a lot of time both for candidates as well as recruiters. And more often than not, it's not clear. Though you can find candidates in AngelList, communicating with each one of them manually for the basic details becomes a heavy task.

The thing is that most of the questions like current CTC, expected CTC, Notice period etc are very generic and can easily be automated, but unfortunately this feature is not available in AngelList.

At AirCTO, we are trying to solve this problem with the help of Chatbots, where you can initiate chat with the candidates that you like and you get a sorted our recorded response like this,

Expensive

The free version gives you candidates who are not really likely to convert(again, there can be exceptions). You cannot also browse effectively on different criterias like current location, desired salary etc. And without it, finding candidates is more like throwing pebbles in the dark. If you want to use any of the criterias, here is the pricing for that

$119 a month amounts to Rs 7735, and that includes only browsing through candidates. It lacks seriously on these factors

  • It just allows you to search random candidates, you have a major work to do over there
  • It’s your responsibility to generate interest, it might be the case that you pitch 100 and noone is interested
  • Your HR team has to take up the subsequent process, there is no tool to effectively shortlist the candidates.

Also, this amount is quite costly for small startups just considering the case of browsing candidates. Besides, there is a opportunity cost involved cause you pay for a full-time recruiter to take care of the shortlisting and screening process.

At AirCTO, we are trying to solve this major problem by a 3 step method.

Sourcing - Screening - Chatbot

You need candidates? Relevant, technically strong and interested profiles? Well, we can do that for you with our sourcing product wherein we find, engage and attract quality candidates to apply for your company.

If you already have candidates, we help you in screening them with our scanner based on your job description and assign a quality score against each one of them.

Want to know more details about the candidates, like project involvement and all? Instead of calling and taking notes you can automate the process using AirCTO Chatbots.

All the above three steps make sure that you end up with only very very relevant profiles. After that, you can proceed with interviews.

Unlike AngelList, where any candidate can setup their profile for free, our system analyses the job requirement intelligently and match against the candidate to get the most quality developers for you.

What we tried to do over here, was to solve the entire tech-recruitment problem, and not just a part. And that’s what we think the major problem is.

We always try to solve one or more parts of a problem, but when there are two or three different people solving two/three different parts, more often than not the original problem doesn’t get solved at all.

You can use Angel if you can afford to spend your time on recruitment or if you can hire someone to do that. But, as a startup, one needs to measure and spend. In the end, the aim should be on getting ten people and hiring one of them, rather than wasting your time on 100s.

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