VCE Summer Internship Program 2021

Smart Task Submission Format

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Intern’s Details
Name Vivek bharti

Email-ID Chandanbharti873@gmail.com

Smart Task No. 3

Project Topic Hr internship

Smart Task (Solution)

Task Q1: Explain the steps that needed to be implemented to shortlist the candidates.

Task Q1 Solution: Shortlisting occurs after sourcing (identifying and recruiting candidates) and before
interviewing and further assessing candidates in the recruitment process. A thorough shortlisting procedure
involves several technological and legal concerns.
How to shortlist
Step 1: Establish shortlist criteria.
These are the essential and desired job criteria, as well as the minimum level that the shortlisted candidate
should have. These factors should be connected to on-the-job performance and should preferably be included
in the job description. Developing the proper criteria requires striking a balance between requirements that
are high enough to guarantee excellent quality applicants advance, but not so rigid that they screen out a large
number of competent candidates.
The skills and features of high performing individuals currently in the job should be used to develop shortlist
criteria.
A quick word on legal and discriminatory concerns: Using work performance-related criteria to select
candidates helps you avoid legal and discriminatory concerns. In the first place, ensure that your criteria do
not prejudice against any legally protected classifications. The key here is to apply for criteria in a consistent,
fair, and impartial manner across all candidates.
Criteria for a shortlist may include:
 Education
 Work experience
 Skills and knowledge
 Personality traits
 Competencies

Step 2: Create a shortlist scorecard

Create a shortlist scorecard for applicants using the essential and desired criteria listed above. The goal of this
scorecard is to detail each criterion so that we can award a rating to each candidate who has been screened in.
A shortlist scorecard has two functions: Ensures that each criterion is applied equally and uniformly among
applicants. Allows you to quickly discover and rate the best prospects to continue ahead.
Step 3: Determine the length of your shortlist.
Most individuals have a predetermined number in mind when it comes to determining the length of their

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 VCE Summer Internship Program 2021
Smart Task Submission Format

shortlist. For example, interviewing four to six prospects in order to hire one. You may shortlist any candidate
who matches your requirements for high-volume recruiting positions such as customer service reps, when you
need to hire hundreds of individuals. Working backwards from the typical conversion rates in your own
recruitment process is the best method to estimate the length of your shortlist. In comparison, the industry
average application-to-interview conversion rate is 13%, interview-to-offer conversion rate is 17%, and offer-
to-acceptance conversion rate is 89%.
Step 4: Screening resumes to shortlist candidates
According to industry statistics, 75% of candidates are unqualified, and 88% are not strong enough to go to
an interview. When you have to screen away 75 to 88 percent of the resumes you receive for an open
required, it's easy to see why shortlisting is the most time-consuming component of recruitment.
Traditionally, screening, and shortlisting applicants was done by hand. A typical job posting receives 250
applications, which can take up to 23 hours per hire simply to review resumes, evaluate each prospect using
your scorecard, and establish your final candidate shortlist. Recruiters and talent acquisition professionals
recognised this was a big issue a long time ago, so they resorted to technology: the Applicant Tracking
System (ATS) was created. ATS software has been a blessing in many ways. An ATS enhanced the hiring
process for 94% of the businesses that use one.
500 Words (Max.)

Task Q2: What are the main parameters used for the shortlisting? Explain.

Task Q2 Solution: Interviews have become an essential aspect of the life of a college student. They had
previously gone through a number of them before to their first job interview. Whether it's for internships or
part-time employment, they've already had their fair share of face-to-face interviews. As a result, having long
lost the sense of worry and uneasiness when waiting outside the room or when confronted with the
interviewer. They are aware of what to expect when they enter the interview room. As a result, reading
information concerning interview preparation techniques is of little help to them. However, educating
students about the criteria used by interviewers can help them enhance their interactions and make a better
good impression on the interviewer. Here are some of the criteria used by interviewers to evaluate potential
applicants.
Relevance of Skill Set
Before looking at anything else, the interviewer will read through your CV or ask you what possible talents
you have that make you an excellent candidate for the position. It is critical that you showcase the abilities
that you believe are necessary for the task that your employers desire. Adjust your CV to reflect the job
description provided by the employer. Also, be prepared to answer any questions about the nature of the task
or any other technical information specific to your job description. Don't forget to highlight your
accomplishments or a task where you used such talents and produced effective or desirable results.
Enthusiasm
Passion for the job is another trait that employers seek for in potential employees. They are seeking for
candidates with a 'Yes-I-Can' attitude. People who desire to study and grow, as well as extend their
knowledge set. Your body language should also demonstrate that you are eager to collaborate with them and
that you will give it your best. Try to learn as much as you can about the company's current endeavour.
Analyse them and determine how you can add or contribute to the programme, then tell the interviewers. This
will help you stand out from the crowd and impress them greatly.
Communication Skills

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Smart Task Submission Format

Your communication abilities are one of the first things an interviewer looks for while conducting an
interview. Today's professional environment is heavily reliant on networking and maintaining positive
customer-client relationships. And, because it is the employees that represent the company in the market,
businesses are always on the lookout for people with strong communication abilities. Interviews are all about
persuading your interviewers that you are the appropriate person for the position, and in order to do so, you
must be able to explain your strengths, skill sets, and how they all relate to the job profile. Your body
language demonstrates a lot of your communication abilities. As a result, keeping a positive body language is
equally critical when going out for the interview.
Body Language
Your body language is the first thing that your interviewer notices. For it begins communicating the minute
you enter the interview room, i.e., even before you begin to talk. Even your handshake provides the
interviewer with a rudimentary understanding of your personality. A shaky handshake and lack of eye
contact, for example, indicate your numerousness and sense of nervousness. An excessively strong
handshake, on the other hand, conveys arrogance and overconfidence. A strong, honest handshake with
moderate eye contact that conveys confidence and professionalism is preferable.
Compatibility with the work environment
Many interviewers have lately included a new aspect to consider when evaluating a job applicant: 'their
overall compatibility with the role.' Even if you have all the essential technical skills and expertise for the job,
the interviewer may reject you.
500 Words (Max.)

Task Q3: Only analysing the CV / Candidates input is enough or more rounds of interactions
are needed such as GD/PI etc. Explain.

Task Q3 Solution: An employer's conventional hiring process consists of three stages: collecting resumes,
conducting an in-person interview, and ultimately offering the position to the best qualified candidate.
Employers are increasingly turning to digital techniques or video capabilities to cut expenses and shorten the
time it takes to acquire a new employee. Employers are leveraging LinkedIn's capacity to identify top talent
for their organisations. They may do comprehensive searches for the specific sort of applicants they are
searching for. This enables the company to contact potential applicants with minimal effort or obligation.
Employers may also search for candidates based on their location, past and current job titles, former
employers, schools they have attended, particular work capabilities, and length of time in their current role. A
phone interview is a popular way to conduct an interview. Typically, companies would utilise a phone
conversation as part of a "screening process" to determine whether the candidate is a suitable match for the
role. With a phone interview, you may also have many individuals on the line to screen the prospect. Just
make sure to inform the candidate who is on the phone. This has long been the most common form of
interviewing. Some advantages of a face-to-face interview include the ability to: Adapt the questions as
needed. Clear up any confusion. Ascertain that the replies are comprehended. If necessary, repeat or reword
the query. As is common in many businesses, some job interviews are performed informally. An informal
meeting is distinct from an in-person interview in that, while both are held in person, an informal meeting is
more of a meet-and-greet and exploration to discover whether a potential candidate is a good fit.
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