various means of selection that companies like BT use to identify Prospective employees?

Question

hello, can any-one give some hints or in detail the
Criteria of companies like BT use to identify the prospective employees and evaluate the effectiveness of selection interview.
thanks

Answer 1

It starts with HR Dept. vetting CV's.

Depending on the job, anyone who fails to meet the minimum requirements will be dropped. NOTE - at this stage HR Dept. are looking for 'keywords' ... they will NOT troll through 3 or 4 pages of close written text to see if you mention eg. a previous job lasted 3 years and involved programming in C++ .. if it's not on the front page under 'skills' it won't be picked up.

The remaining CV's are then 'ranked' in terms of exceeding the job requirements (eg. experience, qualifications, salary ) and (in most big Companies) the CV's are passed to the recruiting Department Manager, typically in 'batches' eg. each week... (so if you apply early you may get an early interview, even if the job is still 'open'.)

The Department Managers start from the top re-ordering the CV's (based on whatever is written on the front page) to suit their own requirements ...

The Manager will start reading the CV's in full until sufficient candidates have been chosen.

AT THE INTERVIEW .. the Manager is looking for 'how well will you fit' into the organisation - you have already 'passed' HR vetting with the right skills, the right experience, the right qualifications (a lot of places will still ask you to take a Test to prove it) ... but the interview itself will be more of a 'Personality Test'.

You have to show you are enthusiastic (but controllable / trainable), reliable (but not pedantic), flexible (but not totally 'off the wall'), both self motivated and a 'Team Player' .... ... essentially it all comes down to the Managers view of how well they think you will work with their existing staff in the Department.

Note that these days one of the main criteria is "are you reliable and trustworthy ?" ... to evaluate this the Manager is likely to focus on anything in your CV that suggests conflict or issues in your previous job(s).


Some Criteria I have used in the past - no one who changed job every year (either you keep getting fired or you are a 'high flyer' - and I refuse to invest in training some-one who will depart for their next 'high flying' post within 12 months). No-one who has unexplained 'gaps' in their employment record (you are hiding something and I refuse to employ some-one who hides things). No-one whose CV has been written by a professional CV writing Agency (I don't what people who are unable or unwilling to do their own work). No-one whoose current Salary is above the '50%' mark of the band (unless I know I can get the job regraded, there is no point employing some-one who has no scope for a decent pay rise).

Things that are irrelevant - being made Redundant, Degree & 'A level' subjects.

Answer 2

Given my experience of being a customer- None.

Answer 3

Scruffy appearance with nice voice,dirty fingernails etc. no one will ever see them and they won`t quit nobody else would hire them.

Answer 4

an interview verdict is always dependent of the person who is interviewing so i have to say i would have no idea if there is a standard you have to reach to be considered