The Difference Between a ‘candidate who seems interested’ and a ‘candidate who is really interested’
You’re looking to hire for the opening in your company. Several jobseekers have expressed interest in the job, but at the time of the interview, it’s only one or two that show-up. Sounds familiar? The cost and time for pre-screening for ‘intent’ and ‘fit’ is often not accounted for by recruiters.
Imagine if you could spend all your time focusing on hiring from amongst the candidates who are truly interested in your company and role? Sounds too good to be true for front-end roles or mass hiring?
For jobseekers for entry level and front-end roles in sales, customer service, BPOs, hospitality and other such sectors, the idea of a good job isn’t just restricted to the role. There are some other factors that help them decide whether or not the job is worth chasing.
The two key determinants of the jobseeker being interested in the job are:
Preferences: The jobseeker will go for the job that is in keeping with his/her preferences of location, daily commute, timings and salary. If such is the case, then we can be sure that the jobseeker is interested in your job.
Matching of skills: In addition to those initial preferences, the employee will stay on in the job and will not continually look out for other opportunities if he/she fits the role well. If the jobseeker has the requisite skills for the job at hand, the likelihood of job satisfaction and the scope for growth is much greater.
So, how are you to know if you’re offering this jobseeker (the one you have shortlisted and would ideally like to hire) a good enough job? Is the income good enough for him? Is the location good enough for him? Most importantly, will he even turn up for the interview?
Perhaps the best candidates are not even turning up for the interview because the job doesn’t seem good enough to them, and the ones who are turning up just aren’t good enough for the job at hand.
MeraJob’s recruitment model pre-screens candidate profiles by taking into account every little detail about the candidate, including past behaviour. Based on the candidate’s skills and preferences, we determine his/her intent to join and how well a basic fit to the role that you have on offer.
MeraJob.in’s data analytics combined with the pre-screening done by its recruiters helps you connect with the right candidates who have ‘high intent’ and a ‘good fit’ to your role. So, you as an Employer focus on interviewing and screening only those candidates who matter and choose the best!
Image Source: firstbiz.co
You may like to read this
MeraJob October 18, 2016
Should You Look at Degrees When Hiring?
Earlier this year, Ernst & Young announced that the firm would no longer mandate any particular degree qualification when inviting job applications. This announcement from one of the world’s most noted accountancy firms came after a conclusive observation that college degrees had little do wit...
MeraJob October 15, 2014
Dead-Ends in the Recruitment Process: The Need for an Updated CV
Traditional job portals and CVs are often too slow to keep pace with the changes in the jobseeker’s life. When looking at jobseekers for roles in the sales, hospitality or BPO sectors, it’s important to come up with a document that is not only accurate, easy to read and comprehensive, but one...