Dear all,
Can anyone in the group guide me in answering the following queries:
1. How can one identify fake projects on resumes before engaging with the candidate?
2. For individuals from non-technical backgrounds, how can they assess a technical resume?
3. What should be the initial focus when reviewing a resume and how can the authenticity of the resume be verified?
Regards
From India, Madras
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14Can anyone in the group guide me in answering the following queries:
1. How can one identify fake projects on resumes before engaging with the candidate?
2. For individuals from non-technical backgrounds, how can they assess a technical resume?
3. What should be the initial focus when reviewing a resume and how can the authenticity of the resume be verified?
Regards
From India, Madras
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Xavier..
I've faced this situation, when I moved to IT recruitment from Finance.
I'll share little things that I practiced to help you understand certain issues
•How to identify fake projects on the resumes before talking to the candidate? – Look at the team involved in the project, time he has spent, roles he played, has he driven the project, what he has initiated etc, if you cant evaluate this from seeing his CV, do a telephonic. That's the best way to gauge. Don't fail to understand the COMPLEXITY of the project.
•Being from a non-technical background how can an individual check a technical resume. - Well the best thing here is to understand the vacancy from your SME (SUBJECT MATTER EXPERT) who has given you this position. He will brief the position to you, initially you can take his help in screening them, he would tell you what is a good CV & y, and vice versa, this will certainly help you. For e.g.: I always went to his Work-Ex directly, if he is a C++ guy, check what platforms he has worked on, is he in the designing side ( if he has used the words VB, user interface) etc etc..
•What should be looked into the resume first & how to identify the whether the resume is genuine? – As I mentioned earlier, go to his work-ex see if on the face of it ( after screening a lot of CVs with your SME, you will have comfort ot evaluate to a smaller extent atleast) he has done good projects, with high or reasonable complexity, if he has been a leader or drove the team..check his TABLES, these days all techies use tables to brief their expertise areas, check that. But never completely judge with just viewing the CV, make sure you conduct a telephonic before any preliminary round. As this would help..ask me how? Talking to candidates will help you learn, ask them to explain concepts, you will realize in a weeks time you have a better understanding. Try this exercise.
Do lemme know if this helped you.
:) Gayathri
From India, New Delhi
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I've faced this situation, when I moved to IT recruitment from Finance.
I'll share little things that I practiced to help you understand certain issues
•How to identify fake projects on the resumes before talking to the candidate? – Look at the team involved in the project, time he has spent, roles he played, has he driven the project, what he has initiated etc, if you cant evaluate this from seeing his CV, do a telephonic. That's the best way to gauge. Don't fail to understand the COMPLEXITY of the project.
•Being from a non-technical background how can an individual check a technical resume. - Well the best thing here is to understand the vacancy from your SME (SUBJECT MATTER EXPERT) who has given you this position. He will brief the position to you, initially you can take his help in screening them, he would tell you what is a good CV & y, and vice versa, this will certainly help you. For e.g.: I always went to his Work-Ex directly, if he is a C++ guy, check what platforms he has worked on, is he in the designing side ( if he has used the words VB, user interface) etc etc..
•What should be looked into the resume first & how to identify the whether the resume is genuine? – As I mentioned earlier, go to his work-ex see if on the face of it ( after screening a lot of CVs with your SME, you will have comfort ot evaluate to a smaller extent atleast) he has done good projects, with high or reasonable complexity, if he has been a leader or drove the team..check his TABLES, these days all techies use tables to brief their expertise areas, check that. But never completely judge with just viewing the CV, make sure you conduct a telephonic before any preliminary round. As this would help..ask me how? Talking to candidates will help you learn, ask them to explain concepts, you will realize in a weeks time you have a better understanding. Try this exercise.
Do lemme know if this helped you.
:) Gayathri
From India, New Delhi
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Hi Gayathri,
Thank you for your information; it was short and sweet. I shall apply it immediately. However, I feel that one should be very careful when selecting the right person, as a lot of effort has to be put in before choosing the right candidate because every recruitment process incurs costs.
Regards
From India, Madras
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Thank you for your information; it was short and sweet. I shall apply it immediately. However, I feel that one should be very careful when selecting the right person, as a lot of effort has to be put in before choosing the right candidate because every recruitment process incurs costs.
Regards
From India, Madras
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Well said, Antony. That's a reason a person is put through various tests and rounds. A highly intellectual panel evaluates him. Despite that, if it's a failure, then the only thing is to check if the failure trend is continuing. If it can be corrected at our end (management side), we should before it's too late. Or if this is only on a case-to-case basis and it's the employee's attitude/decision that has caused separation, then we should try retaining unless you know it's worthless to have him on board. Hence, Let Go!!
You know HR is so sensitive because it does not handle numbers, nor codes. It handles emotions, blood, tissues, hormones, which change from time to time, and each of it is different from the other. So, we in the HR line can never be 100% right. It's situations that decide our actions, but nevertheless to decide over decisions, we need some policy in place :-D.
Do give me your thoughts; this will only help us widen our thinking systems.
Gayathri
From India, New Delhi
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You know HR is so sensitive because it does not handle numbers, nor codes. It handles emotions, blood, tissues, hormones, which change from time to time, and each of it is different from the other. So, we in the HR line can never be 100% right. It's situations that decide our actions, but nevertheless to decide over decisions, we need some policy in place :-D.
Do give me your thoughts; this will only help us widen our thinking systems.
Gayathri
From India, New Delhi
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Candidate Evaluation Form.doc