Hi,
We have started recruitment in our company, and I was wondering what is the best way to shortlist candidates. So far, in 2 days, we have received 200 resumes for about 10 positions. I am totally confused about how to go about sorting them.
All those who have experience in recruiting, please help.
Juliana
From India, Bangalore
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We have started recruitment in our company, and I was wondering what is the best way to shortlist candidates. So far, in 2 days, we have received 200 resumes for about 10 positions. I am totally confused about how to go about sorting them.
All those who have experience in recruiting, please help.
Juliana
From India, Bangalore
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Hi,
First of all, get down to basics. Prioritize what you want in the profile. Have an education percentage criteria to eliminate most. Then, consider the company (tier 1, tier 2...). Next, work on the CTC area, which is crucial in today's recruitment arena. Only this will increase your joining ratio, which is crucial for any recruiter. You can eliminate most candidates by implementing these basic checks.
Regards,
Bharath
From India, Madras
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First of all, get down to basics. Prioritize what you want in the profile. Have an education percentage criteria to eliminate most. Then, consider the company (tier 1, tier 2...). Next, work on the CTC area, which is crucial in today's recruitment arena. Only this will increase your joining ratio, which is crucial for any recruiter. You can eliminate most candidates by implementing these basic checks.
Regards,
Bharath
From India, Madras
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Hi,
The most important point in the recruitment process is speed. If you have 10 relevant/well-screened profiles against one requirement, you will be able to close it. Here, speed means when you first contact a candidate, arrange his/her interview ASAP, get feedback immediately, and if the candidate is shortlisted for another round, push the technical section to conduct it soon. Once you are out of touch with the candidate, there are chances of losing the candidate's interest.
"Speed up the relationship process with the candidate."
Thanks and regards,
Sirohi
From India, Gurgaon
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The most important point in the recruitment process is speed. If you have 10 relevant/well-screened profiles against one requirement, you will be able to close it. Here, speed means when you first contact a candidate, arrange his/her interview ASAP, get feedback immediately, and if the candidate is shortlisted for another round, push the technical section to conduct it soon. Once you are out of touch with the candidate, there are chances of losing the candidate's interest.
"Speed up the relationship process with the candidate."
Thanks and regards,
Sirohi
From India, Gurgaon
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Hi,
Criteria for shortlisting:
First of all, check whether the basic skill sets you are looking for and the candidate's skill sets are matching (VIMP). Consider the years of experience the person carries (total as well as specific). Evaluate their qualifications. Next, consider the candidate's stability factor within the company (this is very important as organizations generally prefer candidates who are stable). Verify if their current compensation package matches the company's policies.
Many candidates may be eliminated during these checks. Additionally, all these factors will increase your success rate.
Regards,
Mahak
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Criteria for shortlisting:
First of all, check whether the basic skill sets you are looking for and the candidate's skill sets are matching (VIMP). Consider the years of experience the person carries (total as well as specific). Evaluate their qualifications. Next, consider the candidate's stability factor within the company (this is very important as organizations generally prefer candidates who are stable). Verify if their current compensation package matches the company's policies.
Many candidates may be eliminated during these checks. Additionally, all these factors will increase your success rate.
Regards,
Mahak
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2-RECRUITMENT PROCESS-2.doc