Contact us anytime to know more — Amit A., Founder & COO CISIN
Where are we stuck?
There are lots of shortcomings with resumes -- for starters, it isn't essential that everything about a candidate's resume is accurate.
Resume fudging and bending is very common and companies need to devote a lot of time and cash on the affirmation of these resumes. This causes unnecessary overhead for the company and flaws the hiring process.
More importantly, it creates an air of distrust that is quite hard to shake off -- in the back of the minds of their recruiters would be the thought that they will need to be attentive and careful about assessing candidates based on their resume.
Another problem with resumes is that although they may be in electronic formats, it is not simple to automate resume parsing to extract information.
Even though progress was made on this front, and in CISIN we're actively working with it, it's not a completely a foolproof process. It leaves a lot to be desired in the way of extracting useful info and frequently there has to be a manual intervention that prevents it from being seamlessly integrated into an automated procedure.
With the ubiquity of social media, it is apparent that a richer source of information about the offender was being overlooked.
Resumes are now being assessed along with the candidate's internet profiles and based on a survey, 93% of hiring managers vet a candidate's interpersonal networking and online professional profiles prior before making a hiring decision. Having a solid internet profile, free from flaws, is just as important as using a powerful resume.
Problem
A good deal of the problems troubling resumes locate themselves related in the internet profile too. It’s not tough to carefully craft an internet profile in exactly the way one needs themselves to be portrayed.
LinkedIn is now the most popular professional networking platform on the Internet, and according to the identical survey mentioned before, 79% of colleagues have hired applicants through it.
But, it is very important to remember that even though recruiters are busy on LinkedIn it does not fix the primary dilemma of job seekers' information verification. For starters, everyone can post anything they like in their own profile, as well as endorsements don't do much to help validate their abilities as endorsements may also be faked.
Secondly, LinkedIn has a uniqueness problem -- it is quite tricky to differentiate the standard of two unique profiles on LinkedIn.
Someone who has five years of knowledge and someone else who is just starting off into their career might have quite indistinguishable profiles. Once skill endorsements hit the above 100 marks, two distinct profiles can look very similar at a fast glance.
How Blockchain Can Help?
One of the fundamental aspects of the Blockchain Development is that it is tamper-proof and secure.
Nobody can change or change anything additional into the Blockchain -- perhaps not the user that submitted it. This can establish itself to be somewhat beneficial to employers and hiring managers since they will no longer need to spend any time or money on affirmation.
The benefits of this blockchain lend itself quite well to the concept of a verified profile. If a person's professional profile remains about the Blockchain, and all his abilities and experiences are attested to be true, they will stay so.
You will not ever be required to re-verify this info.
Furthermore, it also promotes a feeling of trust and genuineness that, while seeming like a little gap, brings a major shift from the energy and usefulness of professional networks.
Hiring managers and recruiters can now make decisions based on the profiles of those candidates that they read online -- they don't need to think about the information that is composed being faked.
