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.
From India, Chennai
Acknowledge(2)
Amend(0)
25From India, Chennai
Acknowledge(2)Amend(0)
Relevance of Personal Details in Job Applications
In regard to a job applicant, please tell me what relevance family details, height, weight, blood group, etc., have 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.
From Australia, Melbourne
Acknowledge(1)Amend(0)
In regard to a job applicant, please tell me what relevance family details, height, weight, blood group, etc., have 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.
From Australia, Melbourne
Acknowledge(1)Amend(0)
I second John. At the time of screening a candidate, it is more important to determine whether he is the right match for the organization based on his credentials and competence. This is where you can collect information on:
- Qualifications
- Experience
- CTC
- Skill Set: Communication Skills, Technical Skills & knowledge, Compatibility with the job role he is being interviewed for, relevant experience, Team Spirit, Leadership skills, etc.
Regards,
Swati
From India, Delhi
Acknowledge(0)Amend(0)
- Qualifications
- Experience
- CTC
- Skill Set: Communication Skills, Technical Skills & knowledge, Compatibility with the job role he is being interviewed for, relevant experience, Team Spirit, Leadership skills, etc.
Regards,
Swati
From India, Delhi
Acknowledge(0)Amend(0)
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.
From Australia, Melbourne
Acknowledge(0)Amend(0)
From Australia, Melbourne
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Flow Chart Recruitment and Selection Process.pdf
Pre and Post Selection process.doc
15784511-Presen tationRecruitme nt-and-Selectio n-Process.ppt