BANGALORE: It’s about time that companies realize that CV’s are overviews of one’s experience that are filled with half truths and whole lies. Hiring candidates with unreliable CV‘s as their primary resource clearly denotes sheer sense of ludacris Recruitment process. It is now time to act on extirpating the loop hole that might snag any chance of progress. To induce effective recruitment for a successful future, corporate are now leaning towards hackathons, reports Economic Times.

This is a procedure in which sessions are held to test candidate’s exclusively in job-related challenges as well as to comply for crucial tech positions on the company’s roster. Although CV’s will still remain a part of the new process, it is still deemed more efficient in terms of accuracy and speed.

 Apparently, this process is faster and of course, they will eventually look at the CV. Cab service Ola and real-estate portal Stayzilla had their product management team set right by Venturesity , a startup that surges a series of challenges that are specified directly to the job description. The company is now aiming to bring forward an auction-meets-hackathon model where numerous companies can manifold in terms of progress when jobs are put forward to a candidate with a good profile. Accordingly, the startup earns their share (profits) in the charges they set for recruiters based on the amount of successful hires along with a subscription fee.

"For start-ups and product companies, hiring is yesterday's problem," states  Subhendu Panigrahi, co-founder of Venturesity, incorporated in 2013. "We provide the employers a platform to create challenges on par with the actual job role. This brings down the time to hire a candidate to one-third."

High-end companies and well resourced startups largely fuel themselves through campus placements. However most enterprises don’t have the means or the resource to screen 1,000 candidates employs a team of five."For traditional campus placement, the hiring pipeline is long and with the lean-bench model companies follow these days, the need to fill positions is immediate," recounts Santanu Paul, CEO of TalentSprint,that  helps building  potential IT skills for engineering graduates in  the job market.

"Two important problems are solved by screening candidates through such challenges - first is to get a candidate who is willing to work for a start-up and the second is to find the right fit, irrespective of the college they are from," describes  Ramesh Loganathan, a founding member of Headstart Higher, that assist  startups to  hire offline.

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