Cv Sorting
Download as PPT, PDF2 likes2,348 views
The document discusses selecting ideal candidates through CV sorting. It defines CVs, resumes, and biodata. It describes types of CVs and outlines the selection and interview process. This involves setting minimum requirements, delegating CV sorting, and sorting applications into categories for interview, possible, or rejected. Key steps in assessing CVs are looking for gaps, verifying qualifications, estimating job times, and focusing on career history and skills. An example CV is provided and using a checklist or matching sheet is recommended to determine if candidates meet job criteria.
Cv Sorting
- 1. WELCOME Presented by : K. M. Sunjib Anwar; MBA,SCSS
- 2. SELECT AN IDEAL CANDIDATE THROUGH CV SORTING
- 3. TYPES OF DOCUMENTS USED: CV: CURRICULUM VITAE Résumé Bio-data
- 4. WHAT IS IT? CURRICULUM VITAE: (Latin) Comes from- Curriculum: Subjects included in a course of study or taught at a particular school, college etc. & Vitae: Essentials to something like existence or essentials for success. CV refers to a brief record of a person’s education and employment, usually submitted with an application for a job.
- 5. WHAT IS IT? Résumé: (US) Summary of the evidence of someone’s education and career. Bio-data: This is made from BIO & DATA BIO means: Combined form of living things Data means: Facts or information used in deciding/discussing something
- 6. TYPES OF CV/ Résumé PROFESSIONAL CONTEMPORARY ELEGANT
- 7. SELECTION INTERVIEW What is an interview? An interview is a meeting of persons face to face for a particular purpose (for interviewer: selecting the best suitable applicant & for interviewee: to get the job) in which one asks questions that the other is expected to answer.
- 8. Processing applications before the interviews: Selecting a process- - Delegating CV sorting: * know the stated minimum requirements * have good organizational skills with applications * expecting a cover letter with CV - Set minimum requirements to screen out most unsuitable candidates
- 9. Take the job specification and divide the criteria into essentials and merely desirable. Examples of criteria: Considering Application/CV: Education Professional qualification , Relevant experience IT skills Communication and negotiation skills Travel
- 10. Sort applications into three basic category: for interview, possible & rejected. Studying or assessing a CV: Read the top candidates’ résumés in a team of three to five people instead of individuals. Prepare a checklist to- - look at the structure of the CV that is: i) well organized ii) communicate the facts effectively
- 11. Studying or assessing a CV: iii) contains educational and career histories in a reverse chronological order iv) most recent activities are emphasized v) relevant skills are often highlighted vi) concise and preferably two page in length.
- 12. Moreover- a) Look for gaps in the chronology of the CV b) If possible/necessary verify qualification with relevant institutions c) estimate the average amount of time spent in each job d) judge the candidate is making a logical career move Studying or assessing a CV:
- 13. d) always concentrate on career history first e) compile a list of questions to help clarify inconsistencies and evaluate other information provided by f) has inserted contact number for getting more information g) consider if the style of the CV indicates a well organized candidate Studying or assessing a CV:
- 14. May 97- Present A&B Design . Working on a contact basis with two big clients in the oil Industry. In charge of budgets and client relations. June 91- April 97 First graphics. Assistant Production Manager in charge of a team of six designers working on corporate literature, including brochures and marketing material. Learned to work to tight deadlines . Example of CV: emplt. Dates incl. Sp. month has experience in dealing with major clients Job title helps to assess experience Description indicates work experience acqrd. Candidate is currently in employment
- 15. Using application blank: To determine applicant’s minimum requirements for a job, such as - qualifications - minimum level of experience - license etc. Selecting interviewees: Make a list of selected candidates for interview.
- 16. Local Norms: Appearance Gender Age Reference Using a matching sheet may be helpful-
- 17. Criteria for job Tick or cross for candidates matching/ non experience & matching skills candidates Excellent interpersonal skills Experience of personal mgt. Using Check-list Seven years relevant selling experience Ran a team of 40 peoples for two years
- 18. Points to remember: - some applicants claim more than their current salary it is harder to lie even over phone than written form it is not possible to contact referees immediately so accept the candidates information as truth although humour is a valuable quality, you should expect a candidate to be serious during interview it is worth making a note.
- 19. THANK YOU VERY MUCH