seniors can u help me-
how to shortlist candidates for interview (by examining the CVs of the applying candidates) -after recruitment- when u hav a pool of candidates who applied for the given post/vaccancy.
The question is how does any Recruitment agency/ Company shortlist eligible n potential candidates just by analysing their CVs before any face to face talk (or talk over phone). No doubt the simple answer is that it should be based on the criteria related to the post. But still there are certain things that recruiters consider while analysing the CVs, and accordingly differentiate the few good from unwanted candidates. Bcoz recruiters donot call all the candidates applying for the post.
plz help
The request seniors to read the question minutely and then answer:)
From India, Guwahati
3how to shortlist candidates for interview (by examining the CVs of the applying candidates) -after recruitment- when u hav a pool of candidates who applied for the given post/vaccancy.
The question is how does any Recruitment agency/ Company shortlist eligible n potential candidates just by analysing their CVs before any face to face talk (or talk over phone). No doubt the simple answer is that it should be based on the criteria related to the post. But still there are certain things that recruiters consider while analysing the CVs, and accordingly differentiate the few good from unwanted candidates. Bcoz recruiters donot call all the candidates applying for the post.
plz help
The request seniors to read the question minutely and then answer:)
From India, Guwahati
refer to "Recruiter KRAs"
how good has the Job Description been made,
is it made on ideal state or must haves
in a couple of openings just analyse how many people clear the first screening Vs total applications
dont forget even best JDs fail
why
candidates get their cvs desgned by experts just to get past the first tollgate
we do have softwares based on keyword scans which can help
try asking a few qualifying questions before fixing a meet
From India, Delhi
how good has the Job Description been made,
is it made on ideal state or must haves
in a couple of openings just analyse how many people clear the first screening Vs total applications
dont forget even best JDs fail
why
candidates get their cvs desgned by experts just to get past the first tollgate
we do have softwares based on keyword scans which can help
try asking a few qualifying questions before fixing a meet
From India, Delhi
thank you for responding.........
may b i m nt able to express the feelings/prob properly....... but ur solution does nt seem helpful for all, bcoz all recruiters donot use software
plz ........i want explanation in details
From India, Guwahati
may b i m nt able to express the feelings/prob properly....... but ur solution does nt seem helpful for all, bcoz all recruiters donot use software
plz ........i want explanation in details
From India, Guwahati
Hi Snowhite,
First of all you need to check the demands for the Job, assuming you have 2 nos of Open Position and you have 100+ resumes with you. No need to call all 100 People.
Do Shortlisting of profile by,
- Experience of Candidate
- Current Cos of the Candidate, you can give preference to TIER wise accordingly.
- Domain of the candidates matching your requirements (Telecom, BFSI, Healthcare etc..)
- Stability of the Candidate
- Team Handling (If you looking for Managerial / Lead Role)
- Techie specified job (Like solution architect, solution designer, Tech Lead etc..)
Hope i have cleared your doubts?
From India, Mumbai
First of all you need to check the demands for the Job, assuming you have 2 nos of Open Position and you have 100+ resumes with you. No need to call all 100 People.
Do Shortlisting of profile by,
- Experience of Candidate
- Current Cos of the Candidate, you can give preference to TIER wise accordingly.
- Domain of the candidates matching your requirements (Telecom, BFSI, Healthcare etc..)
- Stability of the Candidate
- Team Handling (If you looking for Managerial / Lead Role)
- Techie specified job (Like solution architect, solution designer, Tech Lead etc..)
Hope i have cleared your doubts?
From India, Mumbai
thanx everyone for guiding but i could not understand few words mentioned above by 'Jalpesh' like COS. And also how can i understand "stability of the candidate"- will dat depend on the no. of mths/yrs he stays in a particular org. ?
plz i need little clarification on it
From India, Guwahati
plz i need little clarification on it
From India, Guwahati
Dear Snowhite
1) COS. refers to company.
2) Yes Snowhite you are in the right path for word Stability. For Eg. if a candidate have 5 yrs of exp. out of which he has changed4-5 COS... doesnt make any sense to hire him
until & uptil he has concrete reason and he is exceptionally good.
Hope i am clear to your doubts.
From India, Mumbai
1) COS. refers to company.
2) Yes Snowhite you are in the right path for word Stability. For Eg. if a candidate have 5 yrs of exp. out of which he has changed4-5 COS... doesnt make any sense to hire him
until & uptil he has concrete reason and he is exceptionally good.
Hope i am clear to your doubts.
From India, Mumbai
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