Thursday, May 1, 2014
Friday, February 28, 2014
Consultancies are free to take interviews of the job seekers. Some companies seek for experienced people while BPOs and many other organizations prefer no experience at the entry level. The consultancies should know for which sector they are recruiting and taking interviews. They need to categorize the candidate as Fresher or skilled worker. If the candidate is the skilled person then there should be a proper mention of the job he/she has handled, the role and the responsibilities and the achievements made so that the searching company could understand whether the candidate would fulfill its criteria or not. To introduce candidates the consultancies should mention the stream in which the candidates belong to and the objective of the candidate like whether the job-seeker is interested for the managerial posts like middle/senior management posts or entry level positions or higher management levels.
The companies find it interesting only if any of the physical things matches the choice of the preferred company. But the companies look for the competencies which are possessed by the candidates. The consultancies need to describe the skills they possess, the motivations they have, whether they have any inclination towards that job or not, managerial skills they possess like working in a team, how the candidate comes out as the leader by framing a opinion which represent their attitude and behavior all reflect the company’s interest in hiring a candidate. About the candidate whatever the consultancies gather should be reported in a straight forward manner so that the company can have a picture about the candidate before meeting the actual candidate. The description should be simple so that the recruiters can understand whether the candidate is a monolingual or multilingual and what his basic skills are.
Consultancies should remember that they are to supply all details about the candidate to the employers. Only then the employers could be able to select the right candidate of their choice as per their requirement.
Tuesday, February 25, 2014
How to make a tailor made resume
The resume is the summary of your academic and professional world which a company would check for selecting its candidates. It is an important part which on reading any HR or any consultancy understands the candidate virtually. After that the company decides whether to call the candidate for the interview or not. So it is important from the part of the candidate to include all information in the resume. The candidate has to remember the undergraduate and postgraduate days and even the formative years in order to remember every activity where the candidate participated and honored either by the institution or by the community. With the highest academic degree attained by the candidate along with the co-curricular activities participated and honored, he or she should then focus on the previous jobs held whether paid or unpaid and the responsibilities already handled.
After this recollection process is over then the focus would be on the application of the present job. It is important to know that the job you are applying for would allow you to answer all questions related to the job during interview. So the basic understanding of the nature of the job is highly important while answering the professional questions. It should focus on the present job and the achievement. This could only help the candidate in landing on to a job. To whom the candidate reports and why he is search of a job should be clearly mentioned.
But after the inclusion of the job-related details, the candidate should include the list of skills which he or she possesses. They are like the number of languages the candidate could speak and write the computer programs that the candidate could handle and learn quickly and efficiently as per the need of the company should be properly mentioned in the whole resume. Since resume is basically a way of selling oneself to an employer so the tailor made resume should have the candidate’s strength and weakness where a company would look a candidate’s positive resources in details. Last but not the least comes the salary part where the candidate should mention its current salary and the expected salary. References at the end should be there for allowing companies to check verifications.