hiii
we have started recruitment in our company and i was wondering what is the best way to short list candidates. so far in 2 days we have received 200 resumes for about 10 postions. so am totally consfused as to how to go about sorting them ....
all those who have experience in recruiting please help.
Juliana
From India, Bangalore
we have started recruitment in our company and i was wondering what is the best way to short list candidates. so far in 2 days we have received 200 resumes for about 10 postions. so am totally consfused as to how to go about sorting them ....
all those who have experience in recruiting please help.
Juliana
From India, Bangalore
Hi,
First of all.. get down to basics. Prioritize what u want in the profile. Have a education percentage criteria to eliminate most. Then, comes the company ( tier 1, tier 2...).
Then, work on the CTC area which is crucial in today's recruitment arena.
Only this will increase ur joining ratio which is crucial for any recruiter.
You can eliminate most of them by these basic checks.
Regds,
Bharath
From India, Madras
First of all.. get down to basics. Prioritize what u want in the profile. Have a education percentage criteria to eliminate most. Then, comes the company ( tier 1, tier 2...).
Then, work on the CTC area which is crucial in today's recruitment arena.
Only this will increase ur joining ratio which is crucial for any recruiter.
You can eliminate most of them by these basic checks.
Regds,
Bharath
From India, Madras
Hi ,
The most important point in recruitment process is the speed. If you have 10 relevant / well screened profiles against 1 requirement, you will be able to close it. Here the speed means when you first time contact a candidate, arrange his/her interview ASAP, get the feedback immediately and if the candidate is shortlisted for another round push the technical section to take it soon, because once you are out of touch with the candidate, there are chances of loosing interest from candidate's side.
"speed up the relation process with the candidate"
Thanks and regards,
Sirohi
From India, Gurgaon
The most important point in recruitment process is the speed. If you have 10 relevant / well screened profiles against 1 requirement, you will be able to close it. Here the speed means when you first time contact a candidate, arrange his/her interview ASAP, get the feedback immediately and if the candidate is shortlisted for another round push the technical section to take it soon, because once you are out of touch with the candidate, there are chances of loosing interest from candidate's side.
"speed up the relation process with the candidate"
Thanks and regards,
Sirohi
From India, Gurgaon
Hi,
Criteria for shortlisting:
First of all.. check out whether the basic skill sets you are looking for and the candidates skilll sets are matching.(VIMP)
Years of experience the person carries.(Total as well as specific)
Check out on their qualification.
Then, comes the company, his stability factor(This is very imp as the Org.s generally doesnt prefer the person whose not stable).
Check whether his CTC matches the companies policies.
Most candidates would get eliminated in this checks. Also, All this factors will increase ur hit ratio.
Regards
Mahak
Criteria for shortlisting:
First of all.. check out whether the basic skill sets you are looking for and the candidates skilll sets are matching.(VIMP)
Years of experience the person carries.(Total as well as specific)
Check out on their qualification.
Then, comes the company, his stability factor(This is very imp as the Org.s generally doesnt prefer the person whose not stable).
Check whether his CTC matches the companies policies.
Most candidates would get eliminated in this checks. Also, All this factors will increase ur hit ratio.
Regards
Mahak
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