We believe in hiring without resumes, and that is possible only with a Skill Evaluation methodology that is 100% accurate. In this post I would want to analyze hiring as it stands today and the evolution up to its current trend. Also in this post what is the hit rate of hiring websites, they proliferate and pollute an ever growing pond of evolving talent. There is more than meets the eye when it comes to hiring websites, the corrupt methods of skill evaluation permeates a deep sense of misgiving in most candidates. Hiring is more an agency and referral domain these days.
She was blissful, “Hiring without resumes?” how did it work out, and she was not the only one asking it, she was one of the interns at my previous companies, the concept is as old as 25 years back, people have been trying to analyze it’s feasibility for that long. Referrals are one way, but doesn’t that still require a CV, hiring websites have abundance of CVs, as you would note, but no way of effective Skill Evaluation. The key to this conundrum is 100% accuracy in skill evaluation. As a hiring agency, I would choose to evaluate the CV with the dovetail method and then take the report to an employer. There you go, “Hiring without resumes”.
They are the medium for fake job postings, it is in their self interest. EON technology was a company I had applied for the job of Software Project manager in 2001, “You have the job,” she said, her name was Sunita and she was leading a team of PMs.
But to their discredit, it was a fake job posting they had put up on naukri.com, there was no requirement, yet they asked for CVs and got them. I got a letter from them within 15 days about the cancellation of appointment, shock was written on my face as I rode to them and asked them the reason. They had none, except perhaps a recommendation from my previous employer to hold back the appointment. I still maintain it was a fake job posting.
So, what do they do with the CVs they receive in bulk for fake job postings, the candidates of course have their life taken away from them as they dissect the CV to find out more and more about the candidate. In either cases, life takes a downturn, isn’t it safer to send your CV to an agency where the candidate can exercise more control. This point is perhaps, one of privacy concerns that people have with hiring websites.
The third point of concern in this evolution of hiring we are analyzing is the difficulty most hirers have with filtering candidates, and this is where we enter with our enormously capable and potentially industry changing Dovetail method for Skill Evaluation. The methodology we follow is part of the larger container of:
Skill Evaluation mostly refers to Skill Measurement, while evaluation is still left to exams and tests, which may or may not be only, involving AI. While Evaluation is the final step before a job for freshers, and our focus is primarily on them, we are not averse to placing people who have breaks in career as also older candidates looking for jobs.
Skill India is a campaign promoted by the central government and has an enormous potential for the candidates both in terms of upskilling and employment. I have no doubt that our concept of Skill Evaluation will find a place within this paradigm as we try to find our place as Human Resources innovators.
Skill evaluation using the Dovetail method is the art of convergence of a skill to wood working, the art of seeing the level of a skill in a real world skill. The real world skill for us is wood working. I am an ace wood worker besides my involvement in software programming and Human Resources Development. But more about skill evaluation using the Dovetail method in later posts, right now I would like to summarize the above three points for irrelevance of hiring websites:
Today as we stand, we want to be in business in September 2025, we have a client who will send us CVs for freshers seeking entry into Software Training institutes, who we will then Skill Evaluate and provide their merit for entry into these institutes. Seeking to be no different then expert Skill Evaluators, we will within 3 months launch into full time Hiring and Placement for the same institute, that is after the Evaluation as per the larger container (Standards –> Measurement –> Upskill –> Evaluation) mentioned above. Standards document is complete and white paper writing is on, soon as the CVs reach us we will be on to Skill measurement, which might for a 2 year course in software development happen thrice for each candidate. Upskilling has an essential requirement, which is 100% accurate skill evaluation, and then to final evaluation. The next step will be taken up by us for their placement and that should be the work of a Hiring and Placement agency.