Thread Started by #CIM-Operations

I want to have a format for collecting complete details from job applicants. The format may include personal details, family details, contact details, qualification details, experience details (with responsibilities&KRA), special contributions, references etc
10th June 2014 From India, Chennai
In regard to a job applicant, please tell me what relevance family details, height, weight, blood group etc has on the potential candidate's ability to do the job??
I am very curious about this.
Quite apart from the fact that asking these sorts of questions would be illegal in many other countries, asking for this sort of information is a waste of time and energy.
FOCUS on the skills, ability and experience of the candidate to DO THE JOB.
His or her blood group for example, has no bearing on the ability to sell widgets, process a payroll, clean hotel rooms, code iphone apps, cook a 10 course banquet for 500 people, or sweep gutters.
There might (and it is a BIG might) be a need to request a small amount of personal information AFTER the candidate has been offered the job and they have accepted and started work. You certainly don't need it beforehand.
11th June 2014 From Australia, Melbourne
I second John. At the time of screening a candidate, more important is find out wheather he is right match for the organisation based on his credentials and competence- where in you can collect information on:
Skill Set- Communication Skill, Technical Skill & knowledge, Compatibility with job role he is been interviewed for,relevant experience, Team Spirit, Leadership skills etc.
11th June 2014 From India, Delhi
Every detail required from the applicant has its own implication/bearing on the selection process or screening of the applications. It is surely not waste of time & energy.
12th June 2014 From India, Chennai
I'm curious. Please tell me what implication or bearing family details or blood group (on the form that was posted above) has on the selection process. How or where can you use that information to determine if a candidate has the skills, knowledge and experience to do the job.
You might like to read some of my earlier postings where I outline aussiejohn's seven easy steps to recruitment and selection.
12th June 2014 From Australia, Melbourne
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