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Employment exchange
Dear all we are intimating employment exchanges about vacancies. in response we also receive list of candidates. but candidates are not being called for selection as they do not meet with our requirement. in this regard we have received letter from ee asking us to furnish them the result of vacancy mode of recruitment reason for not calling candidate etc. my question is that are employers bound to reply them under ee act about the status of the vacancy and candidate etc?? kindly reply.
Recruitment question
Hi i am an hr representative for a software company. i do a lot of recruitment activities. one of the tasks is to contact candidates to set up interviews. i have been telling all candidates that they will have a written test part of the interview agenda. however one of my managers asked me not to tell the candidates that they are going to have a written test. my question is should i or should i not tell the candidates about the test? thank you
Candidates back out after telephonic interview - what is the general practice in industries to avoid this situation?
Dear seniors our recruitment team is facing problem of candidates backing out after qualifying telephonic interview. almost 38 candidates who committed for appearing for interview didn t appear for the interview giving various reasons. the reasons are also seems to be suspicious. could you please help us by suggesting what can be done to overcome this issue what is the general practice in industries to avoid this situation. this problem is more frequent when we are calling 25 yrs candidates for qc dept. please help.
Recruitment / selection procedure
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:
The gap between companies and candidates....
Hello everyone this question was revolving in my mind since a long time. companies say "we are candidates say "no can anyone tell me where is the gap? i don t think so candidates lack in skills set as they are already prepared with courses certifications and also complete knowledge and ofcourse good maturity level. even then candidates say no opportunities. please share your views.... regards syed 9030345061
Complete recruiting process
Okay let s try and create a complete recruiting process and try to include all steps which may be necessary to make sure that an organization is hiring the right candidate. here s my list: 1. review of resume to shortlist candidates most desirable. 2. filing of all resumes received for future requirements. 3. replying to all candidates to make sure you come out looking professional. 4. calling and scheduling interview with desired candidates. 5. technical knowhow short quiz/exam. 6. psychometric testing. 7. initial interview by hr manager to ascertain the best candidates. 8. technical interview with department head and project leader. 9. background checking of successful candidates. 10. salary negotiation with successful candidates. 11. offer letter. 12. briefing of company policies and benefits. 13. signing of employment agreement legal document 14. briefing employee and introduction of new employee. please include new or elaborate importance of any of these which you feel are not taken care of properly in most organization and are the most important in making sure that the recruiting process is healthy.