Post by account_disabled on Mar 12, 2024 5:58:37 GMT
The CV describes the course of study, personal data and past work commitments. If companies could rely exclusively on this important data to hire someone, there would be no need for staff recruiters or interviews to test the skills, aptitudes and behavior of those they want to examine. In today's world, those who make selections are enormously facilitated by the presence of candidates on Social Networks, through which they are able to reduce costs and time for selection, obtaining a clear picture of the type of personality, communication skills and character of each individual. single examining. Obviously social media doesn't provide all the answers; for example, it is not possible to understand whether the candidate is motivated, has well understood the type of task or the skills required. These kinds of answers only come through in-person interviews.
The CV and behavior on digital platforms serve to define the candidate's style, ability India Mobile Number Data to relate and temperament. Companies want competent people, but who also know how to work in a team and do not create a bad climate in the company. How would you see a person with an excellent CV, who constantly argues on Facebook, speaks badly of colleagues and competitors, posts fake news or never responds to comments? These are red flags that make recruiters suspicious . Not being present on social networks protects you from being investigated there, but it could still represent a problem: do we trust people about whom we find nothing in a Google search, on LinkedIn or Facebook? Personally it makes me think about “what does he have to hide?” , or “do you have antisocial personality disorder?” .
Given the enormous amount of candidates, if in doubt, I might discard it. “You can't teach your employees to smile. They already have to be able to do it before you hire them” – Arte Nathan I repeat that the CV is fundamental, but it is not the only useful information to understand whether or not the person in front of us will bring value to the company. Just as it is not synonymous with safe hiring or a prominent position compared to the competition. Anyone who wants to commit to finding a good new job must work on content and relationships to strengthen their visibility. You have the same tools that recruiters, managers or business owners use. You will not go unnoticed if you fuel your visibility towards them by instilling perceptions of competence, good character and communication skills.
The CV and behavior on digital platforms serve to define the candidate's style, ability India Mobile Number Data to relate and temperament. Companies want competent people, but who also know how to work in a team and do not create a bad climate in the company. How would you see a person with an excellent CV, who constantly argues on Facebook, speaks badly of colleagues and competitors, posts fake news or never responds to comments? These are red flags that make recruiters suspicious . Not being present on social networks protects you from being investigated there, but it could still represent a problem: do we trust people about whom we find nothing in a Google search, on LinkedIn or Facebook? Personally it makes me think about “what does he have to hide?” , or “do you have antisocial personality disorder?” .
Given the enormous amount of candidates, if in doubt, I might discard it. “You can't teach your employees to smile. They already have to be able to do it before you hire them” – Arte Nathan I repeat that the CV is fundamental, but it is not the only useful information to understand whether or not the person in front of us will bring value to the company. Just as it is not synonymous with safe hiring or a prominent position compared to the competition. Anyone who wants to commit to finding a good new job must work on content and relationships to strengthen their visibility. You have the same tools that recruiters, managers or business owners use. You will not go unnoticed if you fuel your visibility towards them by instilling perceptions of competence, good character and communication skills.