There is an imminent clash at the point of fundamental data accession in the process of employing. The inquiry is what amount of data should be filled by the candidate while uploading his/her resume? An excessive amount of data expands his/her work. Then again if insignificant data is given ; hiring administrators are left with tons of resumes and almost minimal data. Its baffling for employing supervisors to go through various unsatisfactory resumes before getting the one which is satisfactory.


Imminent conflict in the process of talent accession
There is a haystack of your qualification and skills in your resumes and employee are looking for a needle in it.

Employers go through lots of unsuitable curriculum vitae prior they get the one which is satisfactory. There are those resumes which cover the real image of the candidate and so it gets difficult for them to figure the perfect  match for the position.

Candidates are required to spring through ringsCandidates need to register, confirm email, answer some questions, fill required fields with their historical data & then finally upload their curriculum vitae.


What actually happens?


Mostly employers don’t get any interesting resumes. Out of 100 uploaded resumes only about 80 resumes are seen, 65 are rejected and only 2-3 people get selected for a job.



hiring conflict

What do employers look for?


  • Employers always look for good people.
  • They would want to know the success you have had in your life, the challenges you have faced.
  • They look for people who have a longing to do challenging, interesting and engaging work
  • Those who have readiness to want to learn, grow and develop..
  • Those having a real enthusiasm toward the business in which you’re working
  • Those having longing to be some piece of the group
  • Those having a life apart from work
  • Those who are flexible and having the caliber to work in different places
  • They are interested in your academic achievements as well.
  • Employers use a systematic and objective approach.
  • Employees keep minor checks on every aspect of an individual at the time of hiring and make a hiring quotient.
  • This hiring quotient is where every candidate is being judged.
  • Employers have in their mind certain weightage for every attribute and based on the candidate’s performance in tests and interviews he/she is given numbers.
  • At the end their points are calculated and the decision is taken henceforth.


  • Every time employers judge a candidate by his resume; they assign some weightage to various profile attributes like experience, expected compensation, possible start date etc.
  • Every job opening has its own set of weightages which are implicitly assigned as employers try to compare the attributes of a resume with the requirements of the job opening.
  • So the resume ranking problem essentially reduces to find the weightages for each one the attributes.


This is one such mathematics of hiring process


Writing Skills57105070
Verbal Communication Skills7796363
Passion to read6884864
Passion to write44104040
Self Driven77107070
Basic Computer Skills7785656
Eager to learn88108080
Research Skills8697254

Try filling this worksheet


Five Key Points:Highlight key strengths. Here try writing the top 3-5 things you want the interviewer to keep in mind about you.This is why you’re awesome:Examples and even stories which show that you are awesome and totally suitable for the position you are applying for.



Areas for Development:Practice your weakness question and give strategic answers for it.
Brilliant Ideas:Your suggestions for improvement or future direction for teamMy overall work/team philosophy:Jot down how you approach challenges and what excites you.Questions you have:About the role, interviewer, company, future growth opportunities etc.



When you have filled this worksheet, you will have the correct guidance about what you have to tell the employer. Your confidence will get boosted and you will speak all the right things and convey to the employer what you really are.


The clothing affair

  • A candidate’s dress and primping can be vital — and at times even critical— aspects in an employer’s hiring choice.
  • To numerous employing managers, initial impression remains extremely important. Poor individual appearance and thoughtless dress at the time of interview are central points prompting the dismissal of candidates.

In one survey, it has been recorded that:

  • 95% of the employing managers explains an individual’s appearance influenced the point of view of that candidate’s suitability for the job position.
  • 91% said they consider attire and primping reflected the candidate’s state of mind towards the organization.
  • 61% said attire and grooming had an impact on future promotions as well.