₦airaland Forum

...

...

Nice. But FG should at least complete the other ones they have started too.

I guess it's fine now

majekdom2:
first come, first serve is normal. Applications are reviewed on a rolling basis.

This is yet another perspective. Thanks but can you expatiate.

realmindz:
first come first served is injustice, unfair.

An application is open for a specified period and some candidates usually take their time for proper review then u are judging based on first come first serve? as long as applicants submit within timeline, this should be no basis for selection

Lesson learnt. Improvement in ones job is key. Appreciate.

AndyMolarAllwel:
Remember your target(passive seekers)/they don't submit C.V, they don't even read job ads & even when thy submit, they submit late. Then, how will you locate them? Well, may because of high rate of unemployment in Nigeria, but try & improve your method if going through the C.V. The average time to go through C.V is 11sec, so no matter the volume, you advertised the job, you have to go through it to get the target.....
All the best man.

Thanks chief. Few things worthy of note so far from all the comments of you guys are:

1. Take responsibility for the number of CVs received (All are equally important).
2. Take note of passive applicants who may actually be the folks you need.
3. Learnt how to sort out CVs without spending so much time on one. This way you can achieve much in less time.
4. Reduce the span of the vacancy to maximum of a week where the vacant position is limited.
5. Continually improve process.
6. Use a robust HR software of recruitment portal.
7. Someone should fill this in

Thanks guys and more importantly, to applicants like myself (because me self want a better job o) and others I am certain we have learnt from the guys here.

histemple:
I find your statement (You are a god in HR) absolutely inappropriate.

However, let me disregard that and respond to your comment.

First if you don't have a robust HR department, then it's not good enough and your experience in such an environment can't reflect acceptable HR practices. It's just like using the experience of a manual subsistent farmer to discuss the effect of agriculture in an economy.

Secondly, there are unannounced preferences a HR personel anticipates while advertising a vacant position. The most important aspects of these preferences are usually on the first page. So, sometimes it's like opening some applications and closing them almost immediately.

Other times, honest but suspicious omissions could also be a factor. For instance, an experienced applicant failing or avoiding his/her last boss or a fresher avoiding his/her school as a reference. These and many more could help you while sorting.

''A god in HR'' is a figure of speech, do not take offense but thanks.

Remember not everyone can work in a robust HR department, hence the importance of having open discussions like this may help.
But you know what, I get your point, thanks so so much.

casiello:
I like your sincerity.

Its the truth. There are always people above one who can bring the best out in one.
It does not reduce who we are, what our worth is nor what we can become.
Rather, it brings out the best in us, makes us a better person and helps build a good relationship with those whom you learn from and by extension continue to be with you all through the journey.

Will update you guys with the stages shortly. Was already working on it.

AndyMolarAllwel:
Well, op am a HR personnel too in the international market. I will tell you vividly that your talent acquisition method lack validity, reliability & objactivity. You should know what I mean if really you are a practicing one.

Expatiate sir. I am a learner.

casiello:
You are absolutely correct. You would however agree with me that this can only happen in robust HR department right?.
However, I am open to your comments. Like you said, you are a god in HR so what do I know than to learn from you.
The discussion was made open for people like you. Thanks for your comment.

Do you mind enlightening me how you reduce a million cvs to 50 in 4 hours?. Just curious. I can send you a pm if you feel my question is sardonic.



Modestgal already answered your question. Shorten the application duration!!!

Where you have a vacancy for just one or a few position, you can limit the application period to maximum of a week.

Also, consider using an appplication portal, it would add objectivity and efficiency to your process.

Importantly, be solution-oriented! Don't always hide behind the excuse of excess applications. Fact is Nigeria is plagued with unemployment and under-employment so always factor in receipt of excessive and unsuitable applications prior to posting a vacancy.

Your process is obsolete and subjectivity, you need to move forward. Ever heard of the word Process improvement? Your job currently needs it.

Ayam just learning from you guys o

Harinholar:
. Going by your last question.....it's not a must you wait till you received Million of Cvs...in an organization where 50 employee is needed.....The advert of these Vacant post should not be more than 2 to 3 days to reduce the number of Cv rolling in...Then you wll have your time to do justice to those ones

I totally agree with you. The issue is that it is also considered HR best practice that the minimum number of days to leave a vacancy open is 2 weeks.
Remember CIPM study book of AHRM PE1, page 21, Advertising disadvantages, item 4.

histemple:
Well, my consolation here is that you said this technique is yours alone and not even that of your organization. I will advice that you review your processes because this isn't fair enough, especially for your organization.

The reason we ask applicants to use certain formats is for ease of screening and any applicant who complied with this instruction must be screened.

As an experienced HR person, it takes less than 4 hours to sort a million CVs, that is if you even get that much applications for a particular position.

A sound HR expert who knows what he/she is looking for, should be able to reduce a million CVs to 50 during sorting.

For example, if you are looking for an experienced person to work in a company's finance department, you already know the relevant educational background and work experience preferable.

From a CV of 50, you should be able to use other criteria such as rating of previous organization, position occupied, etc to get your final 10 for interview.

Where you trash an application that falls within the deadline simply because it wasn't the first, is injustice. What if the last 10 to apply are the most qualified?

A very important aspect of HR is the feedback. You must acknowledge receipt of all applications and perhaps send a feedback mails at the end of all your processes. Like sending a regret mail at any point you intend to discontinue with an application.

You are absolutely correct. You would however agree with me that this can only happen in robust HR department right?.
However, I am open to your comments. Like you said, you are a god in HR so what do I know than to learn from you.
The discussion was made open for people like you. Thanks for your comment.

Do you mind enlightening me how you reduce a million cvs to 50 in 4 hours?. Just curious. I can send you a pm if you feel my question is sardonic.

Jammiiee:
Kudos bro, I really appreciate this, I've heard tha first come first serve from another HR as well . I'm very sure many HRs use this method, though there might be addition for others, but this simply looks like the basics.
Once again thanks a bunch

To be honest, how else do you think one should be fair. So it has to be who applied. Remember there are a lot of people who applied and its difficult to look through all of them unless of course the organization has a robust HR department.

Note however, that this is a technique of one person and it does not represent the whole community of HR personnel.

breatheagain:
abeg oga Hr,anything for me?Lost my job to biz closure

If there is an opening, it would be posted accordingly.

Howmon:
It's no longer thousands.

SMH... Thousands could be tens of thousands. Don't sound ignorant. Thousands could mean more than a million.
Answer the question if you have one sir/ ma

Awesome

We probably have few HR folks here...

Wondering if this song would sound nice. That combo looks impossible but Tiwa is good sha.

Kilode??
This one they were about to role out a recruitment on the 14th.

Sweetestrose:
Mtchewww, most hr just have a way to justify some of their deeds. At the end of the day, it still boils down to "man know man". How can you say that an application has chances to be considered as "late" when the proposed stated deadline had not elapsed. When on some occasions the deadline of some job application is even the day it was posted.
And from your statement, you have also confirmed that you do not go through all CVS as you tend to pick only the ones that are captivating "to you" hence equal opportunity is not given to all applicants.
Continue, God is watching you guys in 3d.
You forget that tables may turn one day as this world we live in is a circle.

I am open to criticisms and recommendations. Appreciate your comment.

What would you have done to a million CVs?. Just asking in all humility.

This is to help some of us who have been wondering how this is done and to all those who believe HR do not check CVs because of the volume. The assumption is that someone already has the job before the vacancy was posted.

For me, here is what I do:
Note: This does not represent all HR personnel mode of operation neither does it represent my organizations own.

1. When I post a vacancy to received CVs, from experience, most would be rejected because I use a screening technique that automatically sends emails that do not follow the stated instructions to spam. So those who did not follow the instructions were automatically taken to spam.

2. Those with luck who for some reasons found their way in as a result of some bug would be manually deleted by me.
Reason is that I have enough CV already and I cant start looking at someone who did not even follow instructions in the first place.
If you cannot follow instructions then you could be a bad fit.

3. The next step for me is to go from the beginning to see those who applied first (Its my own technique) then I start from there. I feel this is the only way for me to do justice. First come first served.

Thats why in the three major mistakes job seekers make, I mentioned that applicants should always apply fast: http://www.hrtechnique.com/2016/12/3-major-mistakes-job-seekers-make.html

4. I look at the contents, the structure before I even open the attachment. Your presentation matters to me.

My point is yes, we cannot look through all CVs but each HR person has a technique to ensure that fairness is implemented. How do you do it?


Related articles on www.HRtechnique.com

careytommy7:
E be like na another dimension u dey. But the reality in Nigeria is different. Which HR Manager has the time to go through 10000 CVs? Even those who use keyword search to screen out irrelevant CVs still dont do justice to the few they go through.

I get your point and you are right. So let me add this:

I recently posted a vacancy to received CVs and yes, most were rejected because I used a screening technique. So those who did not follow the instructions were automatically taken to spam. Lots.

Those with luck who found their way in as a result of some bug were manually deleted by me. Reason is I have enough CV already and I cant start looking at someones own who did not even follow instructions in the first place.

The next step for me is to go from the beginning to see those who applied first (Its my own technique) then I start from there.

I look at the contents, the structure before I even open the attachment.

My point is yes, we cannot look through all CVs but each HR person has a technique to ensure that fairness is implemented.

Archmage:
the Nigerian reality transcends your perspective. The 'lucky' ones are products of chance and deceptive attempts at fairness.

I understand your grouse. Just wanted to share another perspective.

Nice perspective but please read the below carefully.

I would like to come from another perspective in other to motivate you and let you know some other peoples reality is different.

1. People still get jobs everyday and that is reality.
2. Sometimes it could be luck sometimes it could be that they understand the art of human resource.
3. Sometimes its about good CV. No good HR would ignore a clean, good and interesting CV.
4. Sometimes you just have to equip yourself with good arsenal of resources check www.HRtechnique.com
5. Its also about following instructions when applying for those jobs. People get disqualified a lot for simple mistakes.
6. A close friend who had nothing and knows no one got a job in FG. A lot of people do.
7. Life can be tough but there are still people making waves and blazing their trails.
8. You don't have to do menial jobs to become great. There are skills you can learn.

I recognize that things are difficult when it comes to job even some of us are still looking for better opportunities but I assure you that if you make www.HRtechnique.com your friend, you will be exposed to a lot of things that can help you get a job especially in Nigeria.

Here is an example: Recruitment practice in Nigeria, what you should know: http://www.hrtechnique.com/2014/05/general-recruitment-practice-what-you.html

The goal is to help and enlighten as many people about job applications and how HR works in Nigeria.

I do not like to assume but I will share my opinion.

1. He is the type that likes to ask and receive without any hindrance hence he is taking his time and being patient (That a guy waits for a year does not mean he is an angel).

2. He definitely may not be the type that asks girls out (Who does nowadays) hence him not asking you out. He probably assumed you guys are dating already. You are just confused because he has not asked for sex.

3. He is probably a nice guy which I doubt. Nobody is that nice nowadays. Are you his daughter?.

4. He may just like like like you sincerely and is just taking his time (Havent seen this type of guy in a long time).

Guys you see game? He already got her wet even before the main event. Dude is a baller. Money they say attract and get girls.

Great question.

This is probably a new company. Havent heard about them.

You guys will paid.