The recruiter is now familiar with all the technical requirements of the job description, and is able to describe the position as if he/she is the hiring manager (or close enough). Or “How many developers/administrators do you currently have working on this product?” Resume Screening Questions: Here the technical screening is based on the review of the job description and resume combined. So in this case the Request for Information – directed at your hiring manager should be something like this How many years have you used MS Dynamics CRM 8.1a? Imagine the indignation felt by a candidate when asked for his experience in a product not yet released. Example ” 2+ years experience in MS Dynamics CRM 8.1a”. They’ve been cases of hiring managers asking for experience in a product whose release number was not yet available in the market. Just ask any human resources professional, and they will inform you that job descriptions do not always have all the information that makes it easy for recruiters to find the right candidates. I refer to this as the Request for Information phase. In this phase, the technical recruiter must/should go back to the hiring manager with questions. Be attentive to this one Job Description Screening Questions: This is the type of question a technical recruiter would ask after the job description has been fully reviewed and understood. From this question you can get the number of years a candidate has in a specific technology. You may hear information from when he/she finished college, educational qualifications, to the current position he/she holds. A samples generic question is: “How did you end up as Enterprise Architect?” Prepare to spend some time listening to your candidate on this one. These are the types of questions asked when the recruiter does not have enough information about the job requirements or the candidate’s resume (or has not spent time reviewing to understand both documents).
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