Hi Nimmi,
I appreciate your request for valuable suggestions on how to evaluate candidates when screening their CVs. While matching the candidate's skills with the company's requirements is the initial stage, I aim to screen the CV thoroughly to ensure the candidate is selected by the company and proves to be the highest contributor.
Thank you,
Nimmi
From India, New Delhi
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I appreciate your request for valuable suggestions on how to evaluate candidates when screening their CVs. While matching the candidate's skills with the company's requirements is the initial stage, I aim to screen the CV thoroughly to ensure the candidate is selected by the company and proves to be the highest contributor.
Thank you,
Nimmi
From India, New Delhi
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Dear Nimmi,
In my opinion, while selecting a candidate, there are other points to consider apart from education and experience. Factors such as the company's culture, behavioral aspects, and personality traits are also important.
In addition to meeting technical specifications, the incumbent should be able to adapt to the new environment and company. Similarly, the company should be able to integrate the incumbent effectively.
For example, in certain cases, the management may perceive a candidate as overly smart. Therefore, when reviewing a candidate's resume, it is essential to align their background, the company's work culture, customs, and principles with the technical requirements.
Regards,
Shweta
From India, Ahmadabad
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1In my opinion, while selecting a candidate, there are other points to consider apart from education and experience. Factors such as the company's culture, behavioral aspects, and personality traits are also important.
In addition to meeting technical specifications, the incumbent should be able to adapt to the new environment and company. Similarly, the company should be able to integrate the incumbent effectively.
For example, in certain cases, the management may perceive a candidate as overly smart. Therefore, when reviewing a candidate's resume, it is essential to align their background, the company's work culture, customs, and principles with the technical requirements.
Regards,
Shweta
From India, Ahmadabad
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Hello Nimmi,
I want your valuable suggestion on how to evaluate a candidate when screening their CV.
Screening a CV helps you decide if you want to talk with the applicant. Matching the candidate's skills with the company's requirements is the initial stage, but I aim to screen the CV effectively to ensure the candidate ultimately gets selected by the company and proves to be the highest contributor.
You cannot predict a candidate's success solely based on their CV. A CV does not guarantee a successful hire.
Thank you.
From United States, Chelsea
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I want your valuable suggestion on how to evaluate a candidate when screening their CV.
Screening a CV helps you decide if you want to talk with the applicant. Matching the candidate's skills with the company's requirements is the initial stage, but I aim to screen the CV effectively to ensure the candidate ultimately gets selected by the company and proves to be the highest contributor.
You cannot predict a candidate's success solely based on their CV. A CV does not guarantee a successful hire.
Thank you.
From United States, Chelsea
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Hi,
You can't evaluate a new candidate through his/her CV/resume to determine whether he/she will be the highest contributor to the organization. The only thing you could do is to see whether he/she meets the minimum requirements to be called for an initial interview. Furthermore, you can also assess how far he/she has progressed professionally.
An alternative approach would be to develop a scoring manual, review all CVs, and assign marks based on the content included in the CV. Subsequently, you can invite those candidates who have earned the highest marks for an interview.
I hope you find this information useful.
Regards
From Sri Lanka
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You can't evaluate a new candidate through his/her CV/resume to determine whether he/she will be the highest contributor to the organization. The only thing you could do is to see whether he/she meets the minimum requirements to be called for an initial interview. Furthermore, you can also assess how far he/she has progressed professionally.
An alternative approach would be to develop a scoring manual, review all CVs, and assign marks based on the content included in the CV. Subsequently, you can invite those candidates who have earned the highest marks for an interview.
I hope you find this information useful.
Regards
From Sri Lanka
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