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b.) Desired job field: we provide for the applicant to choose up to
three fields. Job seekers then rank them in terms of priority.
c.) Desired industry: we provide for the applicant to choose up to
three fields. Job seekers then rank them in terms of priority.
d.) Future aspirations: this information can help employers understand
an applicant's future goals and aspirations. On this section we provide
a number of sample objectives. If the applicant has a preference that
is not on the list, he or she can enter it manually.
We believe that drive determines each individual's level of success.
We can evaluate and compare each applicant to verify who has the most
drive or is best fit for the position. Gauging an applicant's drive
is critical in the job application process. It helps us determine
how much a candidate is willing to contribute. Even the most talented
person will never be successful if he/she lacks drive.
Present and future talent
The education section of Super Resume details an applicant's degrees
held, and grade point average. We rely heavily on grades to choose
our candidates. If we need someone with an analytic or systematic
approach to their work, we choose only those with the highest grades.
For non-science applicants, however, we place less emphasis on their
GPA.
Activities and part-time job experience sometimes indicates how prepared
an applicant is to enter the workplace. It may also be an indicator
of in-field knowledge and specific work related skills. Some jobs
require in-field experience, some do not.
We place great emphasis on the applicant's choice of strengths. This
can indicate a potential prejudice from the interviewer because, in
a sense, the applicants are judging themselves. People can come from
the same level of education, same school, same degree, same experience
but their strengths and ambitions may be the determining factor. Another
important consideration regarding strengths are those strengths that
are not selected. In other words, when you are gauging strength, you
are getting hints as to weaknesses as well.
Attitude
The Super Resume, specifically in the Hobbies and Interests section,
is designed to help determine an applicant's attitude. You develop
certain skills when you spend time interviewing and hiring staff.
After you have hired someone, you can check and keep track of the
results from that particular employee. Soon you will see correlation
among the information in the Super Resume. If the person got a good
rating at the interview and has performed well, you know that you
gauged that person's attitude accurately.
Attitude impacts the way we see and understand things. The way a person
participates in an activity can demonstrate that person's attitude.
A person's choice of a particular skill to represent his or her self
also indicates that person's attitude.
Attitude is the primary indicator of a person's ability to fit into
our corporate culture. Additionally, the proper attitude eases the
transition as the new hire settles in with existing employees. This
relationship is vital, and attitude determines the quality of that
relationship.
Remark; The accuracy of the information is dependent on the
facts given by the candidates. However, human resource executives
can easily have some questions to re-check the degree of truth given
by the candidates. For example; if the candidate puts 'friendly' as
one of his/her own strengths, and the candidate does not show friendliness
as his/her own strength during the interview session, the human resource
executive knows about the degree of accuracy given by the candidate.
And if in the interests and hobbies section, the candidate claims
that he/she plays golf but in fact, he/she is just learning. Then
you know the degree of the truth. The human resource executive can
even ask how often or how good the candidate's play is, to check the
likelihood of a candidate to exaggerate. And if the information is
not accurate, the human resource executive might turn down the application. |
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