Gupy: less than 1% of applications end up being hired – 01/22/2024 – Market

Less than 1% of applications for a job vacancy end up being hired on the Gupy platform, the most accessed recruitment platform in Brazil, according to a survey carried out in 2023 by Sheet at Comscore (audience analysis company).

The data on hiring comes from a survey by Gupy itself. The company receives 15 million applications from 1.5 million people every month. Each person competes for an average of nine different vacancies. At the end of 2023, there were around 100 thousand hires per month.

“Some vacancies have 15 thousand applicants, which is surprising when we talk about competing platforms from abroad”, says Gupy’s co-founder and product and marketing director, Guilherme Dias.

In this scenario, social networks are full of frustrated reports about the difficulty of getting a job on the internet.

Gupy’s chief executive, Mariana Dias, states that there are three complaints on LinkedIn for every thousand registered people. As there are 1.5 million subscribers, there are around 4,500 outbursts, generally about very extensive selection processes or lack of feedback.

According to Gupy, there is a structural problem: the scenario of constant “very high competition” in Brazil, whose unemployment rate reached a nine-year low of 7.5%, according to data released by IBGE in December.

This level is above the global average of 5.2%, measured by the ILO (International Labor Organization).

The hiring platforms ended up facilitating the registration of people from other states, in an effect similar to that which increased competition in Sisu and Enem for the most sought-after courses in higher education.

However, selecting a candidate is not a process with scores and cut-off marks. There are subjective criteria under analysis, which makes an objective return difficult, according to Mariana Dias.

Gupy makes available in advance the number of steps involved in the selection process and the number of people registered, so that the candidate can prepare and adjust expectations.

As it cannot increase the number of vacancies, the recruitment platform announced this Monday (22) 24 commitments divided into three pillars: enabling simple applications, supporting responsible selections in companies and boosting information and knowledge of candidates.

Data collected by the platform based on user experience shows that very long selection processes, in addition to taking up time for contractors and candidates, reduce — at each stage — candidate engagement by around 15%.

In general, selection processes in large companies for highly competitive positions (such as trainees) or technical positions (developers, for example) have more selection stages. Small and medium-sized companies tend to have simpler selections, the Gupy report shows.

“We have information and experience to help companies make their processes more assertive, eliminating steps that do not contribute to selection”, says Mariana. Today, Gupy claims to serve 4,000 customers.

This must be done without giving up responsibility: it is not allowed, for example, to have eliminatory questions that violate the LGPD (general data protection law) or that discriminate against candidates.

In the last pillar, training, Gupy is committed to instructing candidates so that they can achieve better results and better understand the platform and the Brazilian job market.

On average, each person applies for nine vacancies, but there are people who try 200 different job opportunities, says Mariana. “Is this the best strategy?” she asks.

Candidates must pay attention to the prerequisites of the vacancy: the first screening at Gupy is done using artificial intelligence, which assesses the candidate’s affinity with the vacancy, with a score from 0 to 100.

“With our algorithm, we guarantee that all candidates have some evaluation. And it is not a simple selection of words, our AI understands meaning and context”, says Mariana.

For the executive, it is a challenge to build an in-depth CV, which is essential to stand out in operational vacancies with thousands of competitors.

“Candidates for a supermarket position need to understand the essential skills of the profession and list achievements they have had in previous jobs and courses”, he says.

For Mariana, this challenge becomes even more difficult “in a country with a low level of specialized labor.”