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May I know what is the notice period if one resigns in infy during the first 6 months of joining? I am a lateral resource and they hired me in June, but they have no projects related to my tech and want me to take weird roles.. seems they are hiring to increase employee count and cross training most. just looking for options..
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I work in in-house creative recruiting. For searches with fewer submitted candidates, I look at them all. With design and copy searches, I definitely look at everyone's LinkedIn and write up (application has a 'callout any relevant experience' field), and then most portfolios and resumes of candidates who submit, and tag them either for the current openings and pass them along to hiring manager, or tag for other roles and levels so we can reach out when those roles open (which is often, we do a lot of freelance hiring and really do add to and pull from our database.) For searches for production or project management where there can be 100+ applicants and no portfolios, I randomly go thru until I have enough candidates I feel confident enough to submit for a first batch, and submit to hiring managers (important to start getting feedback and direction quickly to shape the search), and start working on my second batch (expediting anyone that starts matching the feedback I'm getting.) Going thru everyone first before submitting (especially as applicants are rolling in) would delay the hiring process. I imagine if it was a bigger recruiting team it might be possible but hiring teams are lean these days too. But everyone not reviewed for the current search is the first go to place when opening the next search. I don't use any ATS filtering, but most roles I see have been 50-200 candidates. Hopefully this insight helps. We're well intentioned but also limited in our capacities!
Sounds like you really take time to give attention to every candidate. That’s VERY noble, but also very uncommon in this current environment.
OP is talking about more than double the load you’re used to. At that scale, I promise someone isn’t looking at every resume.
In larger places, ATS will kill 75% before anybody sees them.
ATS is designed to filter and rate CV based on it's match and alignment with the Job Description. Having said that, depending on the criteria set by the recruitment unit (mostly this is automated) there are percentile ranges based on which action can be set to defaults such as if 80th percentile and above can be by default trigger an assessment or a recruiter review and similarly a company can decide a default trigger that if anyone below 30th percentile to automatically be given rejection email, say after a period or immediately. So answer to your question yes ATS is built for this very reason to download the burden of the recruiter in sifting volume CVs and also, with recruiters when don't have enough qualifying candidates in the ideal percentile parameters, they could have the flexibility to review CVs manually in the lower percentile brackets.
Lol there’s no way!
They will look at internal candidates, and sometimes the referrals from internal candidates. Depending on the company and the roll, they may look for people coming from specific competitors or partner companies who know their systems.
I’d be surprised if the hiring manager looks at more than 10 to 15 resumes. The recruiter may look at 30 to 40, but only for a few seconds.
Most will stop looking at applicants when they have 3-5 strong candidates in the interview process. At some point you have to draw the line.