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Digital Recruiting.

The new frontier of recruitment. Data driven.
By Guilds 42.


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Our metrics

Time of Hire

Companies create clusters of Certifications that link to their selection processes. Objective data, dashboards and metrics can integrate Europass CV info to accelerate assessments. Candidates are not given time to "develop" the required practical skills.

Cost of Hire

The acquisition and retention of new generations is a very expensive process. Too often, companies depend on external platforms and lose direct control of the selection processes. Reducing Time of Hire means reducing costs.

Time to Performance

The Guilds42 Pilot model allows you to train on the job on 6-week projects. This not only "prepares" a shortlist of candidates for the working methodology (nursery to draw on) but makes them more ready by reducing high training and training costs.

Workforce Planning

With Guilds42 you can create a nursery, the place (even virtual) where the company orients and grows young talents in line with the vision and skills required today, but also tomorrow. A bit like it happens in the world of sport.

Hiring outsiders is a more expensive process than reskilling existing staff.

The more traditional ways to reduce skill mismatch oblige companies to incur high training and training costs.

Guilds 42 offers you an agile, cost-effective, and entirely data-driven alternative.

Do you want to know more?

Contact us without obligation, and we will let you know our model.

We solve these problems for you

Soft Skill

More than 70% of students are unsure of their career path. 50% of graduates are in non-study related jobs. All of this has a negative impact on the world of work.

Companies only come into contact with students at the end of their studies and use Europass CVs to make assessments.

The concept of the nursery is completely missing, and work force planning.

Organizational evolution

Organizations will take the form of relatively stable arrangements of multiple relationships, in which the traditional role of formal ownership will be less and less relevant.

The new configuration of the relationship between people and businesses will no longer be characterized by hierarchical power and control, but built around the ability to connect people and resources through actions of continuous innovation.

Talent Acquisition

The acquisition and retention of new generations is a very expensive process. Furthermore, the skill mismatch forces companies to bear high training and training costs.

Regarding new digital skills, the HR department often does not have the skills to really evaluate candidates, especially in SMEs. For this we have created facilitating systems such as Dashboard and AI.

Skill Gap

The main competences and skills that employers consider to be increasing in the period up to 2025 include groups such as critical thinking and analysis, as well as problem solving, self-management skills such as active learning, resilience, tolerance to stress and flexibility.

Skill Mismatch

According to the FSA (Future Skills Architect), the BCG index that measures the demand for skills in the labor market, Italy has 10 million ill-matched workers. According to the BCG study, the skill mismatch in 2025 could reach nearly 11% of lost GDP, equal to 18 trillion dollars.

Digital Transformation

According to analysts at the World Economic Forum, in fact, 84% of employers are destined to rapidly digitize processes, significantly increasing agile, smart and teleworking.
Potentially, 44% of the global workforce could, according to the scenario, move into remote work mode.


Data driven evaluations

As education evolves, it is imperative that assessment methods also change with it. What today is left to the intuition of the teacher, of the professor, and then tomorrow of a recruiter, can be moved from personal opinion and passed into data, graphics, tables and certifications, available anywhere thanks to digital.

It is not simply a matter of reporting theoretical knowledge but mapping people's skills at 360 degrees, learnability (constancy and learning ability)

This flexibility allows both companies to make more informed choices and students to learn and test their skills.