Jane is a Talent Management expert with years of experience which has involved setting recruitment management direction within several organizations and more recently, within the Energy sector. Her background encompasses global strategic consulting, general human resources, process restructuring and performance management. She has worked at Ernst &Young, Lagos and with Cancer Research UK in its North London office. Jane currently works as a Technical Services Coordinator within the Human Resources department of an Exploration & Producing company in Lagos, Nigeria. Jane is an honours graduate with a degree in Psychology, and bagged a Masters degree in Human Resource Management from Webster University St. Louis Missouri U.S.A (2005). She has attended several leadership and management courses including a Business Process Re-engineering course at the Lagos Business School.
Q: How sincere are recruiters? Job seekers are daily experiencing more misses than hits from recruiters. Why?
A: Job seekers do not present their skills and experiences properly in their resumes. Resumes properly written will ensure the Recruiters interest and give a Job seeker the chance to be invited for an interview.
Q: Why do they painfully restrict and limit their dragnet (Second Class Upper, First Class, Popular Universities, Foreign Degrees, etc)?
A: Recruiters use various yardsticks to select a shortlist for each role. An example, If I have 5,000 applications, I think of the best means to reducing to the top 20 candidates. We would all believe that top performers on certain roles will need certain ability. So if I need high numeracy for that role, I will likely select based on individuals with i.e. certain degrees, certain passes in exams i.e. an A or B+ in SSCE math etc. This only helps reduce my sample size to a workable minimum.
Q: Why have they fallen victim to the “Nigerian Bug” of judging books by their covers only – basing recruitment on paper qualifications and stereotyped tests?
A: Paper qualifications (if objective), are an initial way to determine the abilities of each individual applicant at first contact. In cases where every applicant is allowed to take a graduate aptitude test, these will still be used to reduce the actual shortlist based on a cut off score. In recruitment, applicants cannot erase the need for testing in the selection process of every successful organisation.
Q: What will make me irresistible as a candidate?
A: The right resume, ability to communicate clearly and accurately, having required training and skills for the role and honesty.
“The irresistible candidate: the right resume, ability to communicate clearly and accurately, having required training and skills for the role and honesty.”
Q: We hardly get any feedback. Are they on our side or totally on their “commissions” side?
A: Every recruiter knows feedback is important to applicants. However, due to the size of several applicant databases individually written feedback cannot realistically be provided. Automated feedback is usually provided in such cases even though it would depend on the companies’ recruitment system.
Jobberman CV services can help you revamp your CV and give it the professsional feel you desire. For a free CV appriasal, please send an email to email@example.com