{"id":447,"date":"2011-07-28T08:23:28","date_gmt":"2011-07-28T02:53:28","guid":{"rendered":"http:\/\/www.jantakhoj.com\/blog\/?p=447"},"modified":"2011-07-28T08:23:28","modified_gmt":"2011-07-28T02:53:28","slug":"hr-tips-for-spotting-a-fake","status":"publish","type":"post","link":"https:\/\/www.jantakhoj.com\/blog\/hr-tips-for-spotting-a-fake\/","title":{"rendered":"HR Tips for Spotting a Fake"},"content":{"rendered":"

A HR manager has to browse through umpteen resumes to shortlist the ideal candidates for a given job opening. Keep an lookout on the following pointers can help an HR manager locate a resume with dubious credentials faster.<\/p>\n

1.\u00a0\u00a0\u00a0 Educational Qualifications: The candidate should show consistency in his educational qualifications. A large list of qualifications within a short span of time should raise a red flag. Course certificates provided should be from reputed institutions and need to verified for authenticity.
\n2.\u00a0\u00a0\u00a0 Steady Professional Growth: Look for steady professional growth in the candidates resume. The resume should show a steady growth in the positions held by the candidate. Ideally the candidate should have started off an fresher and gradually moved to more senior positions.
\n3.\u00a0\u00a0\u00a0 Duration of Stay: It is also important to look into the number of months or years a candidate has served in a given company or organization.
\n4.\u00a0\u00a0\u00a0 Proof of Work: In most cases the candidates are required to provide a proof or atleast examples of the work that they have done in their previous jobs. These need to carefully studied as they provide an insight into the complexities the candidate can handle in his area of expertise. It can also showcase the candidates ability to think outside of the box.
\n5.\u00a0\u00a0\u00a0 References: The openness of an candidate to provide references should be gleaned as a positive signal. If the candidate has mentioned his references in the resume, then the position of the reference and the mode of contact provided can ensure that the candidate is confident about his work performance in his previous or current organization.
\n6.\u00a0\u00a0\u00a0 Roles and Responsibility: The roles and responsibilities need to be in synch. A candidate that is a team lead cannot boast of having taken executive level decisions. Any such discrepancy should raise an immediate red flag and the resume should be rejected outright.
\n7.\u00a0\u00a0\u00a0 Expected CTC: Once the candidate passes all the above stipulations, a look into the candidates expected CTC should also taken. A candidate that has quoted a realistic expected CTC is more likely to be a long term player than a candidate that quotes above the market price.<\/p>\n

The tips elaborated above can help an HR manager separate the chaff from the grain and ensure that only well qualified candidates are recommended to the interviewing process.<\/p>\n

<\/p>\n

A HR manager has to browse through umpteen resumes to shortlist the ideal candidates for a given job opening. Keep an lookout on the following pointers can help an HR manager locate a resume with dubious credentials faster.<\/p>\n

1. <\/span><\/span><\/span><\/strong>Educational Qualifications:<\/strong> The candidate should show consistency in his educational qualifications. A large list of qualifications within a short span of time should raise a red flag. Course certificates provided should be from reputed institutions and need to verified for authenticity.<\/p>\n

2. <\/span><\/span><\/span><\/strong>Steady Professional Growth<\/strong>: Look for steady professional growth in the candidates resume. The resume should show a steady growth in the positions held by the candidate. Ideally the candidate should have started off an fresher and gradually moved to more senior positions.<\/p>\n

3. <\/span><\/span><\/span><\/strong>Duration of Stay<\/strong>: It is also important to look into the number of months or years a candidate has served in a given company or organization.<\/p>\n

4. <\/span><\/span><\/span><\/strong>Proof of Work<\/strong>: In most cases the candidates are required to provide a proof or atleast examples of the work that they have done in their previous jobs. These need to carefully studied as they provide an insight into the complexities the candidate can handle in his area of expertise. It can also showcase the candidates ability to think outside of the box.<\/p>\n

5. <\/span><\/span><\/span><\/strong>References<\/strong>: The openness of an candidate to provide references should be gleaned as a positive signal. If the candidate has mentioned his references in the resume, then the position of the reference and the mode of contact provided can ensure that the candidate is confident about his work performance in his previous or current organization.<\/p>\n

6. <\/span><\/span><\/span><\/strong>Roles and Responsibility: <\/strong>The roles and responsibilities need to be in synch. A candidate that is a team lead cannot boast of having taken executive level decisions. Any such discrepancy should raise an immediate red flag and the resume should be rejected outright.<\/p>\n

7. <\/span><\/span><\/span><\/strong>Expected CTC: <\/strong>Once the candidate passes all the above stipulations, a look into the candidates expected CTC should also taken. A candidate that has quoted a realistic expected CTC is more likely to be a long term player than a candidate that quotes above the market price.<\/p>\n

<\/strong><\/p>\n

The tips elaborated above can help an HR manager separate the chaff from the grain and ensure that only well qualified candidates are recommended to the interviewing process. <\/span><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

A HR manager has to browse through umpteen resumes to shortlist the ideal candidates for a given job opening. Keep an lookout on the following pointers can help an HR… <\/p>\n","protected":false},"author":16,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[],"yoast_head":"\nHR Tips for Spotting a Fake - JantaKhoj<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.jantakhoj.com\/blog\/hr-tips-for-spotting-a-fake\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR Tips for Spotting a Fake - JantaKhoj\" \/>\n<meta property=\"og:description\" content=\"A HR manager has to browse through umpteen resumes to shortlist the ideal candidates for a given job opening. 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