• Main
• Blog
• eShop
• Discussions
• Job Resume!

Home » HR Processes » Recruitment and Selection » Job Resume » Quick selection of Job Resumes in Graduates Campaigns

Quick selection of Job Resumes in Graduates Campaigns

The Graduate Recruitment and Job Fairs Campaigns are very special part of the year for the HR Recruiters. They are in a real flood of job resumes and they have to sort them quickly to invite the right people for the job interview.

The Graduate Recruitment is even worse as there are a lot of opportunities in the organization and the job resumes of all the applicants look pretty similar and they have no idea about their dream position or department within the organization. They just simply apply for a position within the organization or their idea about the job is not correct and needs to be corrected during the job interviewing.

The HR Recruiter has to find an approach to sort the job resumes quickly starting the job interviewing process as soon as possible. The HR Recruiter has to develop the simple, efficient and consistent way of sorting job resumes. The consistency is very important to make sure the results of sorting evaluate everyone correctly.

The HR Recruiter has to keep in mind the corporate values and corporate culture to set the correct thresholds to the decision process. The sorting of job resumes has to be quick as well as the HR Recruiter cannot spend long time on it.

The HR Recruiter has to split the selection of job resumes to several steps:

1. The HR Recruiter has to focus on the job resume cover letters and the grammar used. When there is a mistake, the resume should be refused as the job candidate should make sure the job resume contains no errors. Lack of attention to the details. Using this approach many job resumes will be refused.
2. The HR Recruiter should focus on the cover letter and job resume and their links and logics. When the HR Recruiter sees a mismatch in the cover letter and the job resume, the job resume can be refused as well.
3. The HR Recruiter has to develop a quick questionnaire for the phone job interview. This phone job interview has to be standardized with no more than 10 questions to make it quick and efficient. Every single note has to be taken and the candidates have to be evaluated after a battery of 5 phone job interviews. 1 job resume can be selected; the rest has to be refused.

This approach looks very aggressive and potentially rejecting good candidates, but the Graduate Recruitment is mainly about the speed of the recruitment process and this approach allows the organization to react really quickly.