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THE BIOFIE MODEL
Resumes are considered to be the most important facet for the first level of recruiting. The first official resume was written by Leonardo Da Vinci in 1482. Even after 500+ years, the resume is still used as the first point of interface with the recruiters.

Job sites, recruiters, hiring managers, head hunters: all use resumes to screen prospects. However, with varied representation formats, lack of authenticity checks, and lifeless appearance, resumes have been losing significance.

The very fact that it is individual-driven leads to a non-standardized representation of facts. At times they highlight the non-essentials and ignore the more important aspects required for a specific job. The authenticity of the representations, along with the diversity in representation, makes it very difficult for the recruiters to screen and shortlist applicants.

Moreover, the lack of personal representation associated with traditional resumes makes it very difficult for the recruiter to make an effective shortlist, leading to high rate of rejections even after the first level of screening.

Recent studies have highlighted various concerns and flaws associated with traditional resumes: a recruiter on an average views a resume for only 6 to 10 seconds, 61% of recruiters dismiss a resume as they contains typing errors, and only about 17% of the recruiters ever read the cover letter associated with a resume.

The Biofie is an attempt to address all the above issues and provide a more effective representation of one’s profile by using the available technology at both online and offline front.

The personal profiles are captured online in standard digital formats and the submitted data is verified at physical locations, eliminating the ambiguity surrounding the traditional resumes. A video representation of individuals skills along with the personal interview and group exercise video conducted in a proctored environment are attached to the applicant’s profile, giving it the required PERSONALITY.
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