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Before NovaHiring
Traditional recruitment was never designed to understand real people.
Keyword-Based Filtering
Candidates were judged by keywords, not capabilities.
Missed High-Potential Talent
Great talent was filtered out by algorithms that never “met” them.
Rigid Job Matching
Candidates had to fit job descriptions — not show what they could really do.
Endless CV Rewriting
Job seekers had to rewrite their CVs for every role, just to be noticed.
Shallow Candidate Evaluation
Recruiters spent minutes scanning CVs, not understanding real people.
Manual Processes Waste Time
HR teams spend valuable time on manual processes where the human factor adds no value. Since over 95% of screened candidates are unqualified, automating this stage increases efficiency by over 85%.
CV Screening Is Obsolete
Resumes don’t reflect candidate’s true skillsets - CV Screening is obsolete.
Assessments Easily Manipulated
Conventional candidate assessments are highly vulnerable to AI manipulation.
Outdated ATS Limitations
Reliance on Traditional ATS Platforms - These tools focused on managing candidate pipelines, not analyzing candidates. Filtering was keyword-based, with not semantic understanding or contextual analysis
Lost Candidate Data
Inefficient Candidate Database - Rejected candidates forgotten in the ATS
Poor Candidate Experience
Iconsistent Candidate Experience - Employer branding suffered due to the perception of inefficiency and disorganization.
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