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How to shortlist students in recruitment drive?

Companies have commenced their campus recruitment drives for 2019 and are in the process of hiring students who fared well in their assessments and interviews. As a hiring company, in a campus recruitment drive, you will meet students from different educational backgrounds and it would be difficult to identify the ones that suit your job […]

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Custom Assessments vs Standard Assessments

Custom vs. Standard Assessment Tests for Campus Recruitment Drive Campus recruitment drives require good assessment tests to evaluate the subject understanding and thinking ability of the students who sit for them. Assessment tests are the means by which average performers get filtered out, and only those with sound knowledge and good problem-solving ability go forward […]

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Should the interview feedback be recorded?

Importance of Interview Feedback and Why It Should Be Recorded One of the most important segments of your campus recruitment drive is the interview round. Very few candidates advance this far since most of them get filtered out in the preliminary rounds, and only the best ones get retained. The interview is a platform for […]

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Is applying a fixed 10th, 12th & College Marks cut off across all campuses the right way?

Is applying a fixed cut off percentage across all campuses the right way to go? Most companies these days have a cut off percentage which makes a student eligible to apply for a position in their company. Today we’re going to address this strategy and find out if this is the right approach all companies […]

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Why you’re not seeing qualified or potential candidates?

Hiring

Unable to find the right candidates? Here’s Why A company’s talent acquisition team shoulders the responsibility of screening and shortlisting the best colleges for onboarding the top-performing students in them for a particular job profile through campus recruitment. In this process, the team goes through numerous college profiles and selects those that showcase a high […]

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Benefits of data-driven recruitment

Benefits of data-driven recruitment Before we get into the benefits of data-driven recruitment, let us first look at what it is. Data-driven recruitment is a method of recruitment that demonstrates how the decision to recruit a particular individual is taken based on data derived and analyzed from past recruitment strategies. Data-driven recruitments will require a […]

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Pros and Cons of Objective Tests vs Subjective Tests

Pros and Cons of Objective Tests and Subjective Tests Assessment tests are the preliminary and fundamental method of evaluating students’ mental ability, problem-solving skills, technical knowledge, etc., and is the best way of filtering out the average performers to shortlist the others for further rounds. These tests help recruiters understand how talented and skilful students […]

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Time management can be easy with recruitment automation

Time management made easy with recruitment automation Time management is an important aspect that every HR team is struggling to get right, when it comes to conducting recruitment drives at campuses and hiring fresh graduates. Although recruitment may seem an arduous and challenging task, with proper time management, it helps you hire quality candidates who […]

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Making candidate information easily available

Making candidate information easily available Before beginning to screen candidates for a particular job profile, the HR is responsible for collecting and compiling relevant details about them into an easily understandable and accessible format. This data, collected painstakingly, is beneficial for the recruiter who is shortlisting potential candidates to assess and interview for a job […]

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Making resume screening easy

Making resume screening easy Resume screening is the most time-consuming step in the recruitment process. It’s tedious and requires a lot of effort but is also the most important step. With efficient resume screening, a company can spend less time on candidates that are likely to fail the interview process and focus more on candidates […]

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