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ThEmployer - Decentralisai Hiring power

ThEmployer is set to revolutionize the hiring mechanism by allowing each candidate the eligible candidate to act as a recruiter. We believe that passive candidates can be more efficient in determining candidates than recruiters that match keywords.

Utilizing the power of blockchain and all our distributed systems provides an opportunity for candidates to be part of collaborative recruitment by contributing as Candidates, Valuers or Referrers. Each job forms a transparent chain, giving each contributor through a smart contract. Gives everyone the power to be employed.

The current recruitment process involves inefficient intermediaries, job boards & professional networking sites. Just like a centralized business, the top priority for this business is to create additional services to burden the client. This creates a damaged ecosystem by doing something else except hiring the right way.

The Recruitment Manager shares a job with an Internal Recruiter who in turn posts it on the Jobs Board & shares it with the Recruitment agent.

Recruitment agencies do not understand the industry and work well. There are several factors that determine the success of a candidate in a position. These factors can only be obtained by working in similar environments & settings.

Since initial screening is done by people who do not understand that they work well, the Company's recruitment team ends up with 90% unqualified candidates. Lots of time & money is wasted filtering & talking to the wrong candidate.

The worker ecosystem will autoshortlist job candidates which means that the client team will not waste time scrolling through the wrong candidates. The following process will be distributed where each user will be able to contribute to the recruitment process.

Each evaluator will be ranked as they go through different recruitment cycles from different companies. Rank will be determined by the ranking of past successes in finding the right people.

This is a big benefit because the system automatically releases poorly performing evaluators, prioritizing those with better success records. For this client ensure the top class candidate who will actually create the value.

TEO is based on ERC20 standard, It will be distributed during crowdsale & will be converted to original token after launch of ThEmployer MainNet. TEO is an important utility for users to Post Jobs, Implement, Recommend & Evaluate.

ThEmployer boasts a specialist team with successful years in the recruitment sector - and since entering the recruitment arena, we have learned a lot. As an organization that continues to evolve, we are slowly improving our recruitment quality by interacting with diverse talents every day.

During our Journey, here's what we learned:

We find that one of the biggest hurdles for candidates is to go through the initial hiring recruitment stage - through the floodgates, so to speak. Now, for example, imagine that you are a candidate, and you know MongoDB like the back of your hand, but because you mentioned 'non-relational databases' in your resume instead, recruiters may reject your profile because you have not specially mentioned MongoDB.

This is a common scenario where no one benefits: there is no dream job for you and no prospective dream for the company. And to think, you can be a couple made in heaven. But we think you'll never know.

There are also other problems inherent in the current job market. Let's say there's a company called Job Legend. Candidates register and pour their personal data into the Job Legends platform. Everything soon heats up and becomes a big data ball, just exploding in digital stitching.

Then, Job Legend takes over the data and pushes it out to your advertisers, partners, and names. Remember the time when professional networks used to be easy to navigate, and access? Now, everything is premium.

Identifying this big pitfall in the job market, we are trying to improve the recruitment world in a significant way. We put our heads together and developed a system to find perfect matches between candidates & employers. Initially, we only accept jobs that we can fill.

For every job we handle, we will get a lot of pseudo-perfect matches, but we want that right, to be near perfect. Of the many couples we found, some will return to us to ask questions - but few send resumes, and from there, maybe even fewer will be interviewed.

The recruitment ratio is low but we never compromise on quality.

We are in a jam. But then came the idea:

Hi, let's take part of what we get back to candidates if they refer someone who is hired. The next time, the pseudo-perfect candidates are telling people in their network that they know will be perfect for the role - and the results are amazing. Soon after, things take momentum, fast. We thought it was a defining moment for us, but that was not the case.

As we implement the referral system, we receive great candidates who in turn improve our interviews & raise rates. As we grow, we see one big problem. Some candidates are already in our database but we never identify them until our candidate recommends them to us.

This is where everything becomes very interesting. We found the problem: we - our team found that we were very good at finding people, but not very good at matching them. Digging deeper, we realize that this is the biggest problem in the Recruitment Industry. The wrong person evaluates a good candidate.

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