Why To Waste Time In Screening The Candidates?

Dear All,
Please suggest as I would like to explore it more as many recruiters are actually wasting their time in screening and mapping the candidate to the right profile.
Please share your valuable comments.

Recruiters screen the profile to save time of the Project Manager. Once thhe get the screened resume they can start with the interview process

Dear Nitin,
When you get a Vacancy, you start serching the canidate who are eligible to do the work. But how will you identify the right group of persons fit to that job. So the Screening of employee is done.
A recruiter gereally looks into
1. Education
2. Experience
3. Attitude
4. willingness to work
5. Need and Background for longer relationship.
7. Ability to perform the given task.
8. Personal Views and thier responses
9. Maturity to handle the job.
10. Fit person for the required post.
Unless you do all this you will be wasting time in interviewing candidates without this screeing done before.
Hope it clears your doubts.
Regards,
SIDMAN

Hello Nitin,
Frankly, I am surprised with such a query coming from a Sales MANAGER [focus being on the 'manager'].
Would you make a sales call that you think your Sales executive can handle? I bet NO. Why?
Because you value [in terms of money, effort & time] YOUR involvement MORE than that of the sales Executive.
Same goes for the recruitment cycle. This was what 'shwetanabar' meant.
Another thing that you can learn from your own experience in Sales--do you book an Order for EVERY sales-call you make? NO again. But unless you make the call--could be telephonic or personal or any other--you wouldn't know if it gets converted to an Order. Again, same goes for the Recruitment cycle--unless the recruiter goes thru a host of resumes, the right one can't be identified.
In a nutshell, the age-old wise saying will hold good: if you want the grain, you have to put-up with the chaff.
Rgds,
TS

My Dear Friend.....this is what i would like to explore if we have an automated application available for this process which will actually save time of recruiter then what would be your response?
Please reply.

My Dear Friend..I think you took me wrong i am talking about screening the resume before calling ..this is what i would like to explore if we have an automated application available for this process which will actually save time of recruiter then what would be your response?
Please reply.

If an automated software will do the screening of resume before call then i think i would save the time of Recruiter as well :-)

Hello Nitin Verma,

I think you could have 'framed' your first query differently so that the message you wanted to convey wouldn't have got distorted the way it happened. Like they say: If you want the 'right' answer, you have to ask the 'right' question.

Coming to your suggestion of having "automated application to save recruiters' time", looks like what you mean is a "100% automated application".

All those who are into recruiting already use such features of different Portals--'key words' being the predominant ones--which is nothing but a form of automation. And the type & level of such automation features are increasing by the day. But if one is looking for a 100% fully automation, I think that day is a long way off.

But looking @ it in another way, maybe it's neither realistic nor desirable--the 'human touch' is invariably needed at some point in the cycle. Whichever automation process we can speak of--be it in HR or Manufacturing or even the Space Missions, the human touch ISN'T completely avoided--by choice. Like there's a saying: nothing is perfect, however perfect it is. There's always scope for improvement/advancement. The computers we use daily is a good example of this precept I guess.

I hope I have answered your query.

Rgds,

TS

Obviously yes however for automation it is about making our process simple and user friendly and for that you are correct that updation will come after a period of time for our existing process more simple.

Dear Nitin,

Greetings!!!!!

It is almost impossible to write off automation for any activity, especially now a days.
However, such solutions work best where the resume inflow is too much to handle, particularly, in large companies with ever incensing need of manpower. They simply can't do without automation.

But, it is also a fact that such automation will only take care of operational details. Automation can hardly take care of the "finding right fit" aspect of hiring. For that to do, you will have to make an intelligent software involving great deal of study on current hiring practices, salary levels, human psychology & organizational culture. In my opinion, only Google is capable of making something as intelligent as that and you are probably not aiming at that.

To be precise, the automated resume screening software are already in market and if you could improvise a little bit on that , you acn definitely find takers in big organizations. SMEs and placement consultants will normally shy away because it would mean a new cost center which is always painful to add.

Regards
Team GroupHR