Screening Applicants – or, How to Find the Needle in Your Haystack

According to Wikipedia, a needle in a haystack is “a figure of speech used to refer to something that is difficult to locate in a much larger space.” Or, put another way, “to search for something that is impossible or extremely difficult to find, especially because the area you have to search is too large”.

If you work in recruitment, either as recruiter or an HR specialist, you know how this feels. It’s what you experience every time you post a new vacancy and in response receive dozens (or perhaps hundreds) of applications. Your job then is to find “the needle in the haystack” – the applicant(s) worthy of the open position, and qualified for round two of your recruitment process.

Screening Applicants

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How to Choose the Right Job Candidates with Minimum Efforts

A good number of organizations find it challenging to handle dozens or even hundreds of speculative application letters. Such occasions lead to wastage of time and even human resources to apparently intolerable levels. This happens even before advertisements get placed for specific positions. In most cases, such applications receive a decline from the respective organization. It is challenging to post an individual reply to all applicants due to constraints of time and other resources.

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Back to the Future (of eRecruitment)

Our last post, “eRecruitment’s Future Looks Bright. Pack Your Sunglasses!”, covered eRecruitment’s future, and the impressions and input we took from Zukunft Personal (which, if you recall, translates to “Human Resources’ future”) in Cologne, Germany, last month. We promised to further discuss some terms we’ll be hearing a lot about in the coming weeks and months: Terms like “online assessments”, “online interview tools” and “social media”, and the role that each plays in eRecruitment. Without further ado, let’s dive in!

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eRecruitment’s Future Looks Bright. Pack Your Sunglasses!

eConscribi recently attended the 16th annual Zukunft Personal exhibition in Cologne, Germany. Zukunft Personal is Europe’s largest Human Resources Management exhibition, and this show marked eConscribi’s fourth consecutive appearance. “Zukunft” is German for “future”, and “personal” means, well, “personal”, so “Zukunft Personal” essentially translates to “Human Resources’ future”. The three-day exhibition welcomes a global array of HR decision makers from a variety of organizations, including private companies, government entities and non-profits.

Our booth was busy throughout the show and we had the pleasure of talking with a number of interesting and inspiring HR folks. The only downside to this welcome popularity is that we didn’t have much time to listen to the show’s great speakers; however, while browsing the show’s program, we saw that buzzwords like “qualified employees”, “motivation” and “ROI” (Return on Investment) were common threads in several speakers’ presentations. Moreover, during our many talks with HR professionals of all titles and organizational backgrounds, we continuously heard key terms such as “online assessments”, “interview tools” and “social media”.

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