Hi Can anyone help me with points to shortlist resume. And also how to find fake resumes. regards Chitra Alex
From India, Bangalore
Dear Chitra,
I am not an expert, but can definitely share with you what I follow:
- Get the job description and the person specification from the department giving the important responsibilities of the job and the person specification will include the educational qualification, age, experience, skills and competencies required to do that job.
- Categorize resumes into A or B categories and the ones which do not fit should be kept in the databank for future requirements. A is the one that almost matches with the essential skills/person specification, B for resumes that matches to a lesser extent.
As for identifying fraud resumes, one will have to carefully go through each and every line. But an expert may still get around the system and get shortlisted. Many a times, even expert recruiters are not able to detect such cases.
I hope this is helpful.
Regards,
Anuradha

From India, Pune
I agree that shortlisting is a matter of prioritising the most important job requirements and sorting Resumes into broad categories, maybe something like;

* Strong contender

* Shows potential

* Not for further consideration

Putting aside the 3rd category either have a closer look at the first 2 categories to refine your thoughts on how well they meet the criteria, and/or how many of the lower level job criteria they match up against.

As for fraud....I would not advise appointment on the basis of a Resume only. A follow up process, whether it be an interview, small project/presentation, or group dynamics process will provide evidence as to how truthful their Resume is.

The only other thing I would say is don't discount someone because you suspect their Resume has been professionally prepared. The real issue is whether it suggests a good match or not. Secondary selection processes will elicit evidence of claims made in the Resume.

There is a fair degree of prejudice about professionally prepared Resumes, but the fact is that no self-respecting professional would invent material or skills simply to make a candidate appear suitable at a first glance. Any professional with integrity or sense will work on the assumption that any statements made in the Resume could be put to the test, and should be able to be supported by the candidate.

As a professional working in the field of Resumes, I know that my reputation is more important than a quick "win" in getting someone an interview. A real win is about helping them to find the job that draws on their abilities, interests and enthusiasm.

A happy employer makes me a happy service provider.

My website provides a range of editable templates for candidates. This is another area of extreme prejudice. However, different strategies work for different people. Long live diversity!

From Australia, Ballarat
Hi Chitra

I would like to throw some light on the following aspects too while shortlisting resume

Strategize a standard way of shortlisting process which may be similar to or as follows

(1.) Review the Job Description carefully, understand the skills required as specified, try to explore the responsibilities listed in the description

(Ex.) Incase of IT/ Non-IT requirements - you may need to spend few minutes of time to do research in the case of some terms that might be unfamiliar to you, forming part of the Job Description/ skills. This indeed helps you to overcome the difficulty in understanding them.

(2.) Once you understand, the content of the job description - you may prioritise the skills on the basis of responsibilities provided in the job description. In this stage you may take the help of the client/ your next reporting authority to cross check your priority list and ensure they are inline. Finalise the list you arrived at in terms of the above

(3.) Based on this list you may now start reviewing the profiles, mix n match the skill/ requirements specified with those of each profiles, prioritise according to their extent of matching the requirements.

(4.) Have a phone conversation with the candidate to check his communication and ensure the content of his resume reflect his experience/ knowledge in the required stream. In this stage the research that you have done in the above step (1.) gives you confidence enough to pose the suitable questions to the candidates and assess them

(5.) Once you feel that the candidate has passed through the above screening process, you may consider the profile as shortlisted

(6.) You may Repeat/ Edit the above steps according to whichever the way is apt for you.

I trust there may be no room for fake resume in this kind of shortlisting process

The above are out of my practical knowledge/ understanding. Hope this helps.

Happy to hear comments from the readers. please help me correct me/ advise me for i may gain few more insights and happy sharing this with CiteHR team

Good Luck!!!! :P

From India, Madras
Dear Chithra,
The points quoted by others is exactly what u have to keep in mind and along with that i would like to add something. We can check the genuinity of the companies where the candidate has worked at. Most of them would be unheard. Also u can find the levels of those companies, CMM, PCMM or Fortune 500 etc.
Cheers !!!
Aswathi Nair

From India, Mirzapur
jScore (www.jscore.pro) is a skill assessment application using Artificial Intelligence to render scale and accuracy. “jScore” which enables employers to put in a job description, upload resumes (in unstructured formats like Word, PDF, RTF, text) and get the best candidates scored, through a combination of semantics and artificial intelligence to give accurate results. The Customer/Company who receives several hundred applications and resumes from candidates on regular basis, and wishes to use the jScore Application in selecting resumes and finding the best matches for the provided Job Description (JD), for its recruitment process.
When we started out on a route to solve the problem of reading resumes intelligently and consistently, the outcomes were measurable and direct. We needed intelligence and we needed to be consistent. We turned to our favorite problem solver-technology. The cool part of this is the outcomes are still as they are. We used industry knowledge within the tea

From India, Bangalore
Shoot a million questions about the things mentioned in the resume, ask for genuine certificates and check the telephone numbers on the internet to call and verify, ask tricky questions which he can answer only if he has genuinely taken up a particular course or a job.
From India, Bangalore
Dear Chitra,

No matter how many questions you ask your candidate, you still can't be sure of digging the truth as the applicant comes prepared for all the questioning, after all, he/she is coming with the intention to deceive you. According to me, a perfect way to identify a fake resume is by performing past employment verification of a candidate. This is when work history of your potential employee is verified by his/her past employer(s) and the results acquired through this process are accurate. You can be sure that you are accessing genuine employment details of a candidate and can make right hiring decisions.

Owing to diverse online platforms for past employment verification, verifying work history of candidates is not a problem. It can be performed in no time and hence must not be ignored. You can use an online solution called Verified Resources to automate past employment verification. It asks for factual information such as work experience of candidate, last withdrawn salary, whether the candidate served the notice period or not, and the status of exit formalities. Access to all these verified details enables you to rest assured that you have the right information about your prospective employee and can make your hiring decisions accordingly.

Here is the link for Verified Resources : www (dot) verified resources (dot) com

Good luck with your verification process!!

Thanks

Meesha

From India, Chandigarh

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2021 CiteHR.Com™

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server