If you’ve ever been involved in a hiring process for entry-level positions, you know how arduous it can be. From publishing the job advert to hiring the best candidate – it’s a roller coaster ride in which you have a front-row seat.
Even when the process is over, you’re still somewhat unsure whether or not you’ve made a good – if not the perfect – hiring decision. Nothing is more frustrating for you than picking someone who underperforms at work and lacks the motivation to improve themselves. This frustration can make you question your own judgement.
I feel your dread. In fact, I have been there.
Where It Goes Wrong … Or, Where It Goes Consistently Wrong
There is no shortage of shortcomings when it comes to the job market of Bangladesh. Without going down the rabbit hole, let’s focus on one key issue research findings keep bringing up: Skills gap across different industries.
Now, I can’t speak for every industry. But as someone who has been working in the IT sector for a while, I’m not shocked to learn that the lack of skilled workers, including fresh graduates, presents a challenge to the expected growth of this sector.
On the surface, you may think about sophisticated tech skills like programming and see why finding competent candidates remains difficult. After all, a great many people in our country don’t have the resources to gain the knowledge required for building scalable computer systems. So it’s understandable that solving this recruitment problem will take some time.
Then you take a closer look and realize that the problem isn’t unique to the most advanced tech skills. It’s prevalent even when learning resources are far more available.
Any of the following sounds familiar?
You want to hire a WordPress developer. And you end up with candidates who think that using drag-and-drop builders is web development.
You want to hire a digital marketer. And you end up with candidates who think that running Facebook ads indiscriminately is the pinnacle of marketing.
You want to hire a UX designer. And you end up with candidates who think that drawing colorful user interfaces counts as creating a frictionless experience.
The bigger workforce you deal with, the longer your list of similar stories is likely to be.
If you have a chat with these candidates to better understand the problem, you discover – rather unsurprisingly – that it’s how many of them have been taught by their education and training providers.
A House of Cards Bound to Collapse
Given their organizational structure, traditional universities in Bangladesh tend to adapt to industry needs slowly. On the other hand, training institutes, especially private ones, are more nimble in terms of updating their offerings. Yet more often than not, they run substandard programs.
Interestingly, there has been a growing trend among many training providers to roll out freelancing courses and promote freelance work as the magic bullet for unemployment. When these courses fail to deliver the value students seek, two serious problems emerge:
- An increased number of unskillful workers join the global freelance market. It only exacerbates the race to the bottom, hurting the prospects for skilled Bangladeshi freelancers.
- Unsuccessful students lose confidence in the overall training industry, hindering their skill development. As a result, the existing skilled worker shortage crisis deepens.
Since quality training institutions can amplify your long-term success by providing employable graduates, none of this is good news for recruiters or employers like you.
Let Me Save You Some Time (And Maybe Money, Too)
Regardless of how you screen hundreds or thousands of applications to shortlist interview candidates, you want those who will at least know what you expect of them and how they can fulfill it using their knowledge and skills. While the use of application tracking systems (ATS) can make this screening easier, it can’t always provide verifiable insights into your candidates’ skills. You are left to figure out:
- If the selected candidates have the relevant skills mentioned in their CVs.
- The skill level of the selected candidates.
- The quality of the work the selected candidates claimed to have done.
You get the insights only after interviewing the candidates. If you’re lucky, you find the right hire. If not, it’s too late, and you need to start over.
Wouldn’t it be nice if you could have a solid understanding of your candidates even before inviting them for an interview?
That’s where we, Bohubrihi, can help you.
We aren’t offering a replacement for your HR team or an alternative to your recruitment system. We are merely aiming to optimize your application screening by bringing interview-qualified candidates to you.
Here’s how.
With 150,000+ users, most of whom are either varsity-level students or graduates, we have a growing talent pool your organization can benefit from. This pool may not be ideal for every entry-level position, but one segment of it will come in handy if you want to hire web developers or digital marketers. Since this segment consists of learners enrolled in our career track programs, you can find interview-qualified candidates along with their skills data.
The process is simple. Based on your job criteria, we connect you with potential candidates whose skills our expert mentors have verified. To make an informed decision, you get access to the candidates’ aptitude test results and projects/assignments data.
You already receive a high volume of applications for entry-level positions. It’s high time you started receiving the ones that save you time and money.
If you think our approach can help your hiring process, let me know. I’ll be happy to discuss the possibilities we can explore.
(Feature image credit: The Scream/Edvard Munch/1893/Public Domain)