majekdom2:
your email address says something about your person. Take for instance bigbutt@gmail.com... what comes to your mind first. Take away the sentiments. If you have worked in a multinational company as claimed, you should know what process is. Screening out un professionalism is not in anyway mudane. Personality is something recruiters look out for aside your qualifications and experience. If you are to be an Hr personnel, you will be trained more about this. So let someone with experience in this field advise people. You can advice people in your field. You don't need to tell people how to do their job. And the email address is not just a Nigerian things!

You guys are a hypocritical lot. It's your type that wouldn't give a guy a job because he smokes or drinks. Focus on what the person can deliver. Is that not the core. Does using an email tell a lot about my dreams or aspirations? And yes, I would tell him how to do his job since he decided to bring his parochial shit to social media

LaudableXX:


And it is quite worrisome that a young person like you, is supporting the recruiter's myopic, prejudiced, illogical views. I repeat: What exact value does an e-mail address add to a potential candidate's ability to do the job? When anyone sends you an e-mail, the person's name shows up first in the sender's field, before you even see his e-mail address. So what is this silly crap about placing emphasis on some inconsequential e-mail address? Please stop supporting illogicality.

email depicts professionalism and personality. Are you a HR personnel? Don't tell people how to do their jobs when they have been trained on how to do it!

boladez:
You are limiting yourself by the email you use. No one will teach you professional emails in school but it is common sense. I will not bother with a chizzylove.Bleep or superboyxxx......it is a sign of immaturity, unseriousness and irresponsibility to use that mail for a job interview...rant all you can it will not change the business ethics of today's world.

This is one of the shifts between the old generation and new generation to whom nothing matters and nothing counts

Oga, wake up and smell the coffee. Only lazy recruiters insist on using a myopic, irrelevant criteria like an e-mail address, to disqualify a potential candidate. It shows the level of their irrationality and thinking. It is not business ethics, it is just a lazy unethical approach to addressing a HR situation.

LaudableXX:


I wish I could dash you 10,000 likes for this post. May you live long. I once applied for a UN agency job, with my personal e-mail address which does not contain my name at all, o! Guess what? I was called up for an interview in their Abuja office, while I was still living in Lagos. I explained the difficulties of getting to Abuja via a short e-mail to them, and they offered to reschedule the interview.

Amen. God bless you too.

See this is one of the problems with all these small Nigerian companies. They think they are gods and they treat people anyhow. I pray the OP gets a job in my organisation or one similar. They will clear your doubt anf if he continues like this, he will lose his job cos he will be reported.

Imagine the OP saying he didnt give a candidate clearance because the person did not acknowledge properly.

Such myopic behaviour.

afroxyz:


You guys are a hypocritical lot. It's your type that wouldn't give a guy a job because he smokes or drinks. Focus on what the person can deliver. Is that not the core. Does using an email tell a lot about my dreams or aspirations? And yes, I would tell him how to do his job since he decided to bring his parochial shit to social media

the essence of a CV is to get you to the interview stage. There are over a ten of Cvs to review for a position, some get over a thousand. The least you can do is help yourself. This is common sense. Okay, keep debating. Until you understand that some rules don't actually make sense but they need to be followed, you will keep having this mentality of "value". Disclamers are about race, religion, sexual preference, social status, gender, geographical location.. they are never about how you present yourself on your CV. If you present yourself as unprofessional, you are kicked out!!

Halifaxguy:
If you like follow all the above stated rules, if the hiring manager does not like you, no show for you. Getting jobs these days some times lies on networking with the right persons who have a say in the hiring decision. These rules you stated do not apply in every situations.
More so, you are among those arrogant recruiters we have nowadays, why should you judge a candidate on the basis of his email address name...? Doing so is unfair to the candidate. How does email address name affects the candidate's experience and skills, so far a candidate meet the job qualification requirements, he should be given the chance to sale his candidacy.

Don't mind all these useless recruiters. They believe that the are doing a favour fir the applicant forgetting that they themselves are employed

thewritingtodo:
And that's where you fail to understand the process. It is not whether a LAW permits the use of certain email addresses or not. Your email handle speaks volumes about you, just the way your hair or clothes do. Cyberspace has become part and parcel of our identities in this generation so it is easy to read a person's character from the kind of mail he/she uses.
Me I'm with OP on this sha... recruiters have a whole lot of sieving to do, so if they use th strictest criteria, then so be it.

Using a myopic irrelevant excuse like an e-mail address, to discard potential candidates or disenfranchise applicants, is wrong! Companies like Amazon, Vodacom, and many top firms were able to get the best people for the job, because their HR people looked past such irrelevant stuff, to hire the best candidates to fill their job roles.

You cannot read anybody's character from an e-mail address, sir! The applicant might have been in a humorous mood, when he selected that e-mail address years ago. How can you now use that to discard his application, simply because you are too lazy to scrutinise his CV? Apart from that, a person name appears in the sender's field of an e-mail sent to you, before his e-mail address even shows up in the body of the mail. So what are you talking about?

souljaboi51:


I am a HR officer for one of the Top 100 companies to work for in Nigeria (jobberman ranking) and i can say for a fact that alot of your excuses are just crap (excuse my language).

This email of a thing is not important and i have come across alot of funny emails and they eventually get the job. Its not a requirement.

As for acknowledgement, what else are you looking for? You want the person write an epistle to confirm attendance? Oh please. One time someone had an issue with distance and would be able to make it. Guess what, i scheduled a skype interview and another time, i told the person to visit one of our branches and i scheduled a Tele-presence (video call) interview.

Furthermore, i have on different occasions had candidates who are running late. Guess what, i call them to ask if they will be able to make it or they want to reschedule.

This is how HR is practiced and not the unnecessary bias you preach

It is people like you that give HR practioners a bad name. You need to check yourself

Wow.. You seem like the real HR


I got an invite one time and wasn't in town. I replied the mail saying I couldn't make it the following day since I wasn't in town and suggested Skype and gave my phone number if they wanted to do over the phone interview.

I also gave them a time I will be in town. Guess what, they sent me another invite a day to the time I have them... I attended this time and got that job.

majekdom2:
the essence of a CV is to get you to the interview stage. There are over a ten of Cvs to review for a position, some get over a thousand. The least you can do is help yourself. This is common sense. Okay, keep debating. Until you understand that some rules don't actually make sense but they need to be followed, you will keep having this mentality of "value". Disclamers are about race, religion, sexual preference, social status, gender, geographical location.. they are never about how you present yourself on your CV. If you present yourself as unprofessional, you are kicked out!!

Helping yourself by using under-handed tactics? If the recruiter is overwelmed by the number of applications he should hire more hands, take more time to peruse or resign from the job. We apply sentiments to a lot of things in this part of the world.

OfficialAPCNig:

Have you ever handled 11,000 applications at once in your life?

If you have not, then withdraw those statements.

You are a recruiter and you are handling 11,000 cvs when there are applications and algorithms imbeded in websites that can narrow it down for u. Lmaooo is this a joke?

Continue giving yourself unecessary headache in the 21st century. Smh

boiz2men:



Wow.. You seem like the real HR


I got an invite one time and wasn't in town. I replied the mail saying I couldn't make it the following day since I wasn't in town and suggested Skype and gave my phone number if they wanted to do over the phone interview.

I also gave them a time I will be in town. Guess what, they sent me another invite a day to the time I have them... I attended this time and got that job.

Congratulations on the job. This is how HR is practiced!!!

souljaboi51:


I am a HR officer for one of the Top 100 companies to work for in Nigeria (jobberman ranking) and i can say for a fact that alot of your excuses are just crap (excuse my language).

This email of a thing is not important and i have come across alot of funny emails and they eventually get the job. Its not a requirement.

As for acknowledgement, what else are you looking for? You want the person write an epistle to confirm attendance? Oh please. One time someone had an issue with distance and would be able to make it. Guess what, i scheduled a skype interview and another time, i told the person to visit one of our branches and i scheduled a Tele-presence (video call) interview.

Furthermore, i have on different occasions had candidates who are running late. Guess what, i call them to ask if they will be able to make it or they want to reschedule.

This is how HR is practiced and not the unnecessary bias you preach

It is people like you that give HR practioners a bad name. You need to check yourself

you are a HR officer with little comprehension skills. I ll ask, is it better to be underdressed or over dressed.. this is OP point. You are HR personnel without Bias on email address, there is another HR personnel with bias on the issue. As a smart individual which would you do? Simple, put yourself in that position where you clear all Bias. So for you whether I used an unprofessional or professional, you care not. For the other he wants a professional email. Common sense will tell me to always use a professional email. Since it ticks the box for the two of you. This is Op"s point. It's so simple. You don't have to debate it. Key thing is being familiar with the organisation and their expectations.
For the acknowledgement, some companies will ask you to confirm attendance. I want to think this is what OP meant by acknowledgement. We should always see deep into posts before we make our judegements!

Avoid Entering The Room First or Last

I don't know how you would do this but it works.

We found out that most of those we interviewed that fell within the 3rd quartile tend to be employed.

In fact we have a documented report to that effect and we worked to correct that.

So for some organisations that doesn't know this yet, you can take advantage.

Recruiters have expectations entering the Hot Room and unfortunately, most times those expectations are high and unreasonable.

The first quartile might suffer for this and as the interview progresses the Recruiter would lower those expectations but would never compromise the basic expectations.

Again, Recruiters are much more alert when interviewing the first set of people. The way you dressed, your hair, the way you speak, anxiety and first interviews tend to be longer than the entire interview average.

As the second and third set starts going in, the alertness might start reducing and expectations would definitely fall. If you can sell yourself at this point, you have the job.

That impression will be on the mind of the Recruiters when the last set starts coming in. You are now the new standard and the later comers would have to beat that. But most times they won't because the Recruiter would be tired and now a bit bias.

Since I started working as a Recruiter for over 6 years, we had only employed 1 late comer.

Before you call me names, our interview panel is made up of at least 3 Recruiters.

We did something silly I still haven't forgiven myself up till now. On our of those occassion when we had gotten our Star Guy, and we still have about 4 outside. We interviewed them without even inviting them.

What I did was to compare their CV with our guy and concluded within ourselves that our guy was better.

We asked them to write their names and we sent them away.

It is purely unprofessional and shits do happen. It was already late and we were not impressed with the other 16 we had interviewed, the 17th guy impressed and the 19-21, didn't impressed, so we sent the last 4 home.

Any Recruiter that tells you he is not a bit off-key does the end of the interview and also biased after seeing a Star guy is not being totally sincere.

Fact.

larkz:
If this ain't the truth. When you have 17,000 people applying for an entry level job where only 25 people will be taken, that's when you start doing yaga yaga gymnastics to eliminate people.

When you are recruiting for a highly specialized role which you know only 30 people in Nigeria can effectively handle, then come and tell me about email address.

The OP probably works for a company where they handle 20 CVs per position advertised. I mean, how else will you be able to check the number of dots and numbers in a candidate's email address?

And then going in first or last? Lmao. If you don't stop that joke

You are too correct, my brother. In fact the last multinational that hired me, I was the last candidate to be interviewed and I got the job!

majekdom2:
you are a HR officer with little comprehension skills. I ll ask, is it better to be underdressed or over dressed.. this is OP point. You are HR personnel without Bias on email address, there is another HR personnel with bias on the issue. As a smart individual which would you do? Simple, put yourself in that position where you clear all Bias. So for you whether I used an unprofessional or professional, you care not. For the other he wants a professional email. Common sense will tell me to always use a professional email. Since it ticks the box for the two of you. This is Op"s point. It's so simple. You don't have to debate it. Key thing is being familiar with the organisation and their expectations.
For the acknowledgement, some companies will ask you to confirm attendance. I want to think this is what OP meant by acknowledgement. We should always see deep into posts before we make our judegements!

You claim i have little comprehension and i dont have to debate with the op yet you are debating with me. Oga pls practice what you preach.

OfficialAPCNig:
I will respond to the mentions later, but before that I would love to address the issue of email address.

Every Recruiter knows there is something we call preliminary screening. It is a standard practice. In my organisation, we start with email. We are very strict with email.

For each position, we allow a maximum of 25 applicants for the interview. So imagine a situation where you are dealing with over 500 applications for just one opening.

Anyway, we believe that applicants that ain't serioud with email, won't be a serious contender. It is a fact. We have proofs.

As for acknowledgement, please tell me why you shouldn't acknowledge an invite?

Finally, there is difference between working as HR for a company and working as a HR for many companies.

We are responsible for who we recruit and I am not responsible for training and appraising a candidate I recruited.

My personal rating is based on the performance of those I recruited, trained and appraised.

To be on a safer side, avoid stupid email addresses and try to acknowledge properly.

Our system will even filter out those emails before they get to me. If they survive the Filters, they won't definitely survive me or any of our Recruiters.

About numbers on email addresses, I said avoid it if you could, but if you think you can't, just 2 digits will do. A digit or more than 2 is spammy. Our system is so good in filtering that.

KanuIdris2@gmail.com
KanuIdris25@gmail.com
KanuIdris253@gmail.com

The second one looks better and that is what I accept.

Sorry!!!

Look at this pompous joker! Were you not the same person that said you would not accept figures in an e-mail address before, in your previous post? LMAO!

afroxyz:


Helping yourself by using under-handed tactics? If the recruiter is overwelmed by the number of applications he should hire more hands, take more time to peruse or resign from the job. We apply sentiments to a lot of things in this part of the world.

either you have no work experience or you just want to be funny. Hire more hands?? For who? You?? When there are a thousand and one candidate that have been professional with the right skills and can do the job better than you. Lols.. you see why they say many of you ar unemployable. You are not ready to learn. Who told you its just this part of the world .
Put unprofessional email address in CVS on Google and see results for yourself

larkz:


If this ain't the truth. When you have 17,000 people applying for an entry level job where only 25 people will be taken, that's when you start doing yaga yaga gymnastics to eliminate people.

When you are recruiting for a highly specialized role which you know only 30 people in Nigeria can effectively handle, then come and tell me about email address.

The OP probably works for a company where they handle 20 CVs per position advertised. I mean, how else will you be able to check the number of dots and numbers in a candidate's email address?

And then going in first or last? Lmao. If you don't stop that joke

Honestly im tired of the OP

First or last? Really? If the interviewers are properly trained then it wouldnt matter.

Bias is a serious matter that needs to be addressed when it comes to recruitment. My colleague told me a lady was hired just cos she spoke queens english in one company. Guess what na only english she sabi. She no sabi the work

majekdom2:
your email address says something about your person. Take for instance bigbutt@gmail.com... what comes to your mind first. Take away the sentiments. If you have worked in a multinational company as claimed, you should know what process is. Screening out un professionalism is not in anyway mudane. Personality is something recruiters look out for aside your qualifications and experience. If you are to be an Hr personnel, you will be trained more about this. So let someone with experience in this field advise people. You can advice people in your field. You don't need to tell people how to do their job. And the email address is not just a Nigerian things!

majekdom2:
email depicts professionalism and personality. Are you a HR personnel? Don't tell people how to do their jobs when they have been trained on how to do it!

Don't be silly. And stop arguing blindly. The only thing that should concern a HR person, is the candidate's CV or resume. End of story! Only lazy HR recruiters major in minor inconsequential rubbish, like e-mail addresses. Was he employed to hire e-mails or to hire candidates, like someone asked earlier?
And I keep repeating that the first thing that shows up when you receive an e-mail, is the person's name and not his e-mail address! Do I have to repeat this in your native dialect, for you to get it? Any recruiter that goes hunting for an e-mail address, to disqualify a candidate is just shallow!

Your e-mail address has very little bearing on your ability to do the job!

LaudableXX:

Look at this pompous joker! Were you not the same person that said you would not accept figures in an e-mail address before, in your previous post? LMAO!

how did you get your UN job? You have zero attention to detail. He said he will not allow figures for email as this lekan18 but will allow for lekanidris18. Go back and read

souljaboi51:


You claim i have little comprehension and i dont have to debate with the op yet you are debating with me. Oga pls practice what you preach.

again, low comprehension. I meant do you have to debate on how to deal with bias. Answer my question not with what you preach.

LaudableXX:

And I keep repeating that the first thing that shows up when you receive an e-mail, is the person's name and not his e-mail address! Do I have to repeat this in your native dialect, for you to get it? Any recruiter that goes hunting for an e-mail address, to disqualify a candidate is just shallow!

Your e-mail address does not have any bearing on your ability to do the job!

what is professionalism? How are you contacted? With name or email. Google this thing and see responses from international recruiters. Op's advice is to be on th safe side. Why the argument really??

majekdom2:
either you have no work experience or you just want to be funny. Hire more hands?? For who? You?? When there are a thousand and one candidate that have been professional with the right skills and can do the job better than you. Lols.. you see why they say many of you ar unemployable. You are not ready to learn. Who told you its just this part of the world .
Put unprofessional email address in CVS on Google and see results for yourself

Employable you say? Of course I'm not employable. How much una fit pay me. I'm already an employer. If there are 1001 people with the right skills and can do the job, then the op should leran from them. As for you digging the trenches in another man's dream, keep learning on how to be a good employee.

majekdom2:
what is professionalism? How are you contacted? With name or email. Google this thing and see responses from international recruiters. Op's advice is to be on th safe side. Why the argument really??

majekdom2:
how did you get your UN job? You have zero attention to detail. He said he will not allow figures for email as this lekan18 but will allow for lekanidris18. Go back and read

I got it by sending them my CV and a cover letter. In fact, I applied directly on their online platform. Anything else?

OfficialAPCNig:
Avoid Entering The Room First or Last

I don't know how you would do this but it works.

We found out that most of those we interviewed that fell within the 3rd quartile tend to be employed.

In fact we have a documented report to that effect and we worked to correct that.

So for some organisations that doesn't know this yet, you can take advantage.

Recruiters have expectations entering the Hot Room and unfortunately, most times those expectations are high and unreasonable.

The first quartile might suffer for this and as the interview progresses the Recruiter would lower those expectations but would never compromise the basic expectations.

Again, Recruiters are much more alert when interviewing the first set of people. The way you dressed, your hair, the way you speak, anxiety and first interviews tend to be longer than the entire interview average.

As the second and third set starts going in, the alertness might start reducing and expectations would definitely fall. If you can sell yourself at this point, you have the job.

That impression will be on the mind of the Recruiters when the last set starts coming in. You are now the new standard and the later comers would have to beat that. But most times they won't because the Recruiter would be tired and now a bit bias.

Since I started working as a Recruiter for over 6 years, we had only employed 1 late comer.

Before you call me names, our interview panel is made up of at least 3 Recruiters.

We did something silly I still haven't forgiven myself up till now. On our of those occassion when we had gotten our Star Guy, and we still have about 4 outside. We interviewed them without even inviting them.

What I did was to compare their CV with our guy and concluded within ourselves that our guy was better.

We asked them to write their names and we sent them away.

It is purely unprofessional and shits do happen. It was already late and we were not impressed with the other 16 we had interviewed, the 17th guy impressed and the 19-21, didn't impressed, so we sent the last 4 home.

Any Recruiter that tells you he is not a bit off-key does the end of the interview and also biased after seeing a Star guy is not being totally sincere.

Fact.

Your firm is a joke sha..

LaudableXX:


I got it by sending them my CV and a cover letter. In fact, I applied directly on their online platform. Anything else?

Uhm! You get change to spare
Just kidding.
Any per time slot for a graduate waiting for NYSC?

OfficialAPCNig:
Avoid Entering The Room First or Last

I don't know how you would do this but it works.

We found out that most of those we interviewed that fell within the 3rd quartile tend to be employed.

In fact we have a documented report to that effect and we worked to correct that.

So for some organisations that doesn't know this yet, you can take advantage.

Recruiters have expectations entering the Hot Room and unfortunately, most times those expectations are high and unreasonable.

The first quartile might suffer for this and as the interview progresses the Recruiter would lower those expectations but would never compromise the basic expectations.

Again, Recruiters are much more alert when interviewing the first set of people. The way you dressed, your hair, the way you speak, anxiety and first interviews tend to be longer than the entire interview average.

As the second and third set starts going in, the alertness might start reducing and expectations would definitely fall. If you can sell yourself at this point, you have the job.

That impression will be on the mind of the Recruiters when the last set starts coming in. You are now the new standard and the later comers would have to beat that. But most times they won't because the Recruiter would be tired and now a bit bias.

Since I started working as a Recruiter for over 6 years, we had only employed 1 late comer.

Before you call me names, our interview panel is made up of at least 3 Recruiters.

We did something silly I still haven't forgiven myself up till now. On our of those occassion when we had gotten our Star Guy, and we still have about 4 outside. We interviewed them without even inviting them.

What I did was to compare their CV with our guy and concluded within ourselves that our guy was better.

We asked them to write their names and we sent them away.

It is purely unprofessional and shits do happen. It was already late and we were not impressed with the other 16 we had interviewed, the 17th guy impressed and the 19-21, didn't impressed, so we sent the last 4 home.

Any Recruiter that tells you he is not a bit off-key does the end of the interview and also biased after seeing a Star guy is not being totally sincere.

Fact.

Great brother, you nailed it perfectly. I did not read it all but immediately I have to rush and type this. Absolutely fantastic. Bless you

Please, can you put that on the opening page by editing the post.

Let he who have ear, make him hear.

The Op wasn't given any breathing space, bashing from all angles. I followed everything from page one, read every comment and I must say I've learnt somethings from the op and from responses as well.

Heemcelph:
Uhm! You get change to spare
Just kidding.
Any per time slot for a graduate waiting for NYSC?

Lol! First, get a skill and some good certifications, preferably in an ICT field. Learn as much as you can, about the career field you wish to specialise in. Then volunteer if possible, on different projects. Add value to yourself, by reading and taking free online courses, or trainings if you can find any. It helps you get prepared, for the future.

LaudableXX:

Lol! First, get a skill and some good certifications, preferably in an ICT field. Learn as much as you can, about the career field you wish to specialise in. Then volunteer if possible, on different projects. Add value to yourself, by reading and taking free online courses, or trainings if you can find any. It helps you get prepared, for the future.

Okay, thanks a lot.

souljaboi51:


Instead of arguing with you, i would suggest you google anf read up on conscious and unconscious bias in recruitment, selection, interviews etc. You will find alot of examples on it/ cases where the legal system was involved. As i said earlier, i did my research dissertation on it and it is published in academia. You can learn one or two things and no i will not give you a specific link. Please do your research and educate yourself.

Not arguing further too. This is where I quit.

Like I said before, I work for HR Agency, we recruit, train and appraise for top companies.

As a recruiter I handle thousands of applications for each position and it is a standard practice in my organisation to invite only 25 people to the interview for each position.

So how do you eliminate to get the best 25 if you 11,000 applied?

We import into our system and it will start the eliminations.

First, by emails.

Second, by checking if the Subject complied with our adverts. It filters by Keywords.

Just this 2 will reduce that number to 5000-9000. I don't know why our youths keep making this mistakes.

The remaining ones would be forwarded to the Team handling the recruitments.

That is where we start checking cover letters and CVs.

Even dots where it is not supposed to be can disqualify a CV, your state of origin can even disqualify you. That is why it is advisable never to put it your CV unless you are asked, a single page CV are discarded, and a maximum of 4 are discarded for entry positions.

But once you adhere to the standard practices, nobody would reject you.

Personally I love tiny fonts, Verdana 11, this is not a standard practice, so whether you use it or not, but it doesn't matter. But if I see it on a CV I would take a second look at it, but won't do shit if the person doesn't meet the basic requirements.

So what I am saying is that we don't disqualify because we love or hate something, but because we are following an established standard practice.

A situation we couldn't get those 25 without being biased, then we run tests. At this point there is nothing we could do to reduce them because their qualifications are just similar and hard to differentiate.

Sometimes, we send invite for the test at night while the test is tomorrow morning by 8. We use this to disqualify a lot of people.

Those that made it would be tested in areas they won't even imagine.

Sometimes we run an endurance test where we pack them into a room with CCTV and monitor them without attending to them and then conduct a test late in the afternoon.

We might give them a simple task to do and submit or start looking at their Social Media.

But one thing is we must get at most 25 for the interview.