Tech startup seeks to redefine hiring, encrypt transparency in tendering

A tech startup is seeking to revolutionize the hiring process and help companies hire only skilled, competent candidates with the right aptitude for the jobs sought.

Taking after a popular meal, Chapati recruiting startup now deploys smart technology equipped to deliver more accurate results at a faster clip.

“There are several ways smart recruiting technology makes things more equitable for candidates. First, and this is most important – it can remove bias from job posts, interview questionnaires, and screening methodologies,” says Peter Mungai, Chapati Recruiting Founder.

He explains that resumes are no longer the only touchpoint for candidates interacting with the recruiter as soft skills have become more prominent attributes for modern jobs.

“For non-soft-skill dependent roles, this would help recruiters look beyond poorly worded resumes and assess real-world accomplishments, in every case.”

Explaining the tragedy that lack of jobs is, Mungai said job listings in the Chapati platform attract massive applications, even when only one candidate is needed.

Africa has a population of almost 200 million people aged between 15 and 24, comprising 40% of its workforce, and 60% of the unemployed active labour force.

This number is expected to double by 2045, bringing a big challenge to African economies since high youth unemployment is an impending threat to stability in Africa.

While this is a problem that the continent must address to avert uprising and therefore maintain peace to attract investment and create wealth and much-needed employment, Mungai says it’s also a great challenge for recruiters looking to employ qualified personnel to fill in vacancies that arise due to the large number of applications received whenever application calls are made.

He said recruiters must now adopt modern technology to narrow the numbers and shortlist a sizable number to fill vacancies.

Mungai, through his start-up, now looks to fill gaps in technological recruitment, making it efficient, honest and transparent.

The 34-year-old software engineer says while applicant tracking systems already use a rudimentary form of technology to analyze and prioritize the massive volumes of resumes collected every day, turnover for many employers is rising, necessitating a new approach to how technology is deployed in recruitment.

“Most recruiting agencies will not disclose the expected salary for candidates, hiding this information attracts people who would not have considered the application,” he said.

He admits that for any recruitment pathway, initial selection is the most time-consuming and high on iterative, routine checklists. Smart based recruiting technology can rapidly scan resumes and create an initial shortlist of viable candidates.

“Employers are getting people recruited based on resume misalignments and misrepresentation, that’s why we use third party industry experts to conduct the final interview.”

He said his agency takes responsibility in cases when processed candidates do not meet employers’ expectations within a set probation period.

“The CV is not our main reference point, once we have a shortlisting, we invite industry experts to evaluate the candidates based on the job requirements, with a practical approach a measure of competence and attitudes,” added Mungai.

He said the competency-based approach ensures employers get the right candidate and in the long run reduces employee turnover.

Sighting the growing acceptance of the gig economy as a form of employment, Mungai encouraged employers to vet the availed talent before dishing out gigs to avoid disappointments.

“Most recruiters aren’t experienced in hiring, retaining, and offboarding remote workers. As a result, they are often unable to identify, the traits and parameters that make a great gig worker,” he noted.

He added that “smart technology can rapidly process historical data, culled from a number of sources to recommend if a candidate is suited for a remote position.”

Besides job listing and processing, Chapati lists tenders and processes them on behalf of clients.

“A company makes a request for a tender. Companies and individuals bid for the tender. Chapati acts as a third party and rates them in The Chapati Way. The one who scores the highest gets the tender,” concluded Mungai.