{"id":368,"date":"2012-06-21T13:58:00","date_gmt":"2012-06-21T11:58:00","guid":{"rendered":"https:\/\/i01fjayhnf.preview.infomaniak.website\/?p=368"},"modified":"2023-03-23T13:22:14","modified_gmt":"2023-03-23T12:22:14","slug":"analyse-dossiers-candidatures","status":"publish","type":"post","link":"https:\/\/promindconsulting.com\/en\/analyse-dossiers-candidatures\/","title":{"rendered":"Analysis of applications"},"content":{"rendered":"<p>The purpose of analysing applications is to make a preliminary selection of candidates who will be invited to an initial interview. It should be noted that each company has its own value system, as well as specific policies that guide the way in which application documents are interpreted.<\/p>\n\n\n\n<p>In all cases, this analysis of applications will be based on the identification of discriminating criteria, which can be checked very quickly from the CV. These consist of a list of criteria that are essential for the job. If one of these criteria is missing, the candidate will not be considered, no matter how good his or her track record.<\/p>\n\n\n\n<p><strong>EXAMPLE OF A CANDIDATE SELECTION GRID<\/strong><\/p>\n\n\n\n<p>You can read&nbsp;<strong><a target=\"_blank\" href=\"http:\/\/www.hr4free.com\/fr\/Recherche-du-collaborateur\/Analyse-des-dossiers-de-candidature\" rel=\"noreferrer noopener\">the full article \"Analysis of applications\".<\/a><\/strong>&nbsp;on HR4free, our blog dedicated to Human Resources management.<\/p>","protected":false},"excerpt":{"rendered":"<p>Le but de l\u2019analyse des dossiers de candidature est d\u2019op\u00e9rer un tri pr\u00e9alable pour rep\u00e9rer les candidats qui seront convi\u00e9s \u00e0 un premier entretien. Il est \u00e0 noter que chaque entreprise poss\u00e8de son propre syst\u00e8me de valeurs, ainsi que des politiques sp\u00e9cifiques qui guident la fa\u00e7on d&rsquo;interpr\u00e9ter les documents de candidature. Dans tous les cas, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"class_list":["post-368","post","type-post","status-publish","format-standard","hentry","category-management"],"_links":{"self":[{"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/posts\/368","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/comments?post=368"}],"version-history":[{"count":1,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/posts\/368\/revisions"}],"predecessor-version":[{"id":369,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/posts\/368\/revisions\/369"}],"wp:attachment":[{"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/media?parent=368"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/categories?post=368"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/promindconsulting.com\/en\/wp-json\/wp\/v2\/tags?post=368"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}