Jun 19 2013, 06:18 PM
QUOTE(IBank BeanBag @ Jun 18 2013, 02:12 PM)
Have to disagree.
My second ivy league intern just finished his tenure with us.
Like the previous guy, he was good at picking up new things and came in with very good attitude.
On top of that, he could survive in the extreme conditions that we are operating in.
Our interview process is designed to identify this type of candidates out of the many that we have seen. And for once, I am going to share on this.
What is our process?
Truth is we are most likely to have screened through 100 CVs - which i usually screen for 5 mins each and say keen (50) or not keen (the other 50) - so don't be upset if I concluded in two words. We cannot afford to give detailed feedback and we don't owe you that.
And we will speak with 50 candidates for about 10 mins each. A lot of you have gone through that personally.
Then we move about 20 candidates that we would spend two hours each managing the process or interviewing or testing.
Of that, we may look at 10 final candidates and compare one to another (few more hours each). Once we are happy, we choose 1-3 people and show to the bosses and about 50% got an offer from there.
and if you do the maths, I spend 100 hours each time and my recruitment results has so far been very impressive in identifying the right candidates.
What is the drawbacks?
I tend to have 30% of candidates who cannot handle the rejection well or perhaps my non-sugar-coated way of saying no is too harsh.
I suggest whoever thinks they fit into this category please inform me of their preference for me to ignore him / her than saying no.
Atlantiz0 is based in KL or SG?
Hi Sir,My second ivy league intern just finished his tenure with us.
Like the previous guy, he was good at picking up new things and came in with very good attitude.
On top of that, he could survive in the extreme conditions that we are operating in.
Our interview process is designed to identify this type of candidates out of the many that we have seen. And for once, I am going to share on this.
What is our process?
Truth is we are most likely to have screened through 100 CVs - which i usually screen for 5 mins each and say keen (50) or not keen (the other 50) - so don't be upset if I concluded in two words. We cannot afford to give detailed feedback and we don't owe you that.
And we will speak with 50 candidates for about 10 mins each. A lot of you have gone through that personally.
Then we move about 20 candidates that we would spend two hours each managing the process or interviewing or testing.
Of that, we may look at 10 final candidates and compare one to another (few more hours each). Once we are happy, we choose 1-3 people and show to the bosses and about 50% got an offer from there.
and if you do the maths, I spend 100 hours each time and my recruitment results has so far been very impressive in identifying the right candidates.
What is the drawbacks?
I tend to have 30% of candidates who cannot handle the rejection well or perhaps my non-sugar-coated way of saying no is too harsh.
I suggest whoever thinks they fit into this category please inform me of their preference for me to ignore him / her than saying no.
Atlantiz0 is based in KL or SG?
I have more than 7 years experience in CF. Pls PM me which IB you from. Thanks!
This post has been edited by cychoy: Jun 19 2013, 06:18 PM
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