Dear Members,
I need the following information:
1. a) How to check whether a project done by the candidate is real or fake, which is mentioned in the resume?
b) How to shortlist a person (in terms of technical skills) in a telephonic interview? Suppose if you ask him about relevant experience, he may lie. Then calling him for a face-to-face (F2F) interview is a waste of time if he does not have real-time experience. How to overcome this problem? Note: Without the help of placement agencies and reference checks.
2. Does a recruiter working in a software development company need in-depth knowledge of IT technologies, or is an understanding of technologies enough?
3. What are the different criteria adopted to screen resumes apart from experience, age, gender, etc., that we receive in response to a paper ad or posting on a job portal? Note: Without the help of placement agencies.
I would be very thankful if I could get this information.
Thanks and regards,
Narahari.
From India, Hyderabad
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6I need the following information:
1. a) How to check whether a project done by the candidate is real or fake, which is mentioned in the resume?
b) How to shortlist a person (in terms of technical skills) in a telephonic interview? Suppose if you ask him about relevant experience, he may lie. Then calling him for a face-to-face (F2F) interview is a waste of time if he does not have real-time experience. How to overcome this problem? Note: Without the help of placement agencies and reference checks.
2. Does a recruiter working in a software development company need in-depth knowledge of IT technologies, or is an understanding of technologies enough?
3. What are the different criteria adopted to screen resumes apart from experience, age, gender, etc., that we receive in response to a paper ad or posting on a job portal? Note: Without the help of placement agencies.
I would be very thankful if I could get this information.
Thanks and regards,
Narahari.
From India, Hyderabad
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1. a) How to check whether a project done by the candidate is real or fake, which is mentioned in the resume?
I am not sure where you are located, but in the US, you need a reference check authorization from the interview candidate to validate references. Usually, this is done when you bring a candidate in for a face-to-face interview.
How I have done it in the past is by asking a prior reference if they can describe the various tasks this person has performed. Usually, you can get a positive or negative match with their response. Or how has Mr. XYZ done on the ABC project?
b) How to shortlist a person (in terms of technicals) in a telephonic interview? Suppose if you ask him about relevant experience, he may lie. Then calling him for a face-to-face is a waste of time if he does not have real-time experience. How to overcome this problem?
Note: Without taking the help of placement agencies and reference checks.
Shortlisting is pretty easy in a telephone interview. Ask the candidate particular questions regarding your technical needs. I always make sure I understand the technical requirements. If not, get the hiring manager involved in this "conference interview."
2. Does a recruiter working in a software development company need in-depth knowledge of IT technologies?
I would have to say that a working knowledge of your client group is needed.
Or
Is an understanding of technologies enough? Yes, I would imagine so, depending on the positions that you are filling.
3. What are the different criteria adopted to screen the resumes apart from experience/age/gender, etc., that we get in response to a paper ad or posting on a job portal?
Try keyword searches or title searches. Other avenues have been searching out other industries' names on the candidates if you want candidates with your industry experience.
Note: Without taking the help of placement agencies.
I am very thankful if I get this information.
HOPE THIS HELPS
Cheers!
Rekha
From United States, Saint Louis
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I am not sure where you are located, but in the US, you need a reference check authorization from the interview candidate to validate references. Usually, this is done when you bring a candidate in for a face-to-face interview.
How I have done it in the past is by asking a prior reference if they can describe the various tasks this person has performed. Usually, you can get a positive or negative match with their response. Or how has Mr. XYZ done on the ABC project?
b) How to shortlist a person (in terms of technicals) in a telephonic interview? Suppose if you ask him about relevant experience, he may lie. Then calling him for a face-to-face is a waste of time if he does not have real-time experience. How to overcome this problem?
Note: Without taking the help of placement agencies and reference checks.
Shortlisting is pretty easy in a telephone interview. Ask the candidate particular questions regarding your technical needs. I always make sure I understand the technical requirements. If not, get the hiring manager involved in this "conference interview."
2. Does a recruiter working in a software development company need in-depth knowledge of IT technologies?
I would have to say that a working knowledge of your client group is needed.
Or
Is an understanding of technologies enough? Yes, I would imagine so, depending on the positions that you are filling.
3. What are the different criteria adopted to screen the resumes apart from experience/age/gender, etc., that we get in response to a paper ad or posting on a job portal?
Try keyword searches or title searches. Other avenues have been searching out other industries' names on the candidates if you want candidates with your industry experience.
Note: Without taking the help of placement agencies.
I am very thankful if I get this information.
HOPE THIS HELPS
Cheers!
Rekha
From United States, Saint Louis
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