5 Ways How Big MNCs compare skill vs potential while hiring to shortlist candidates?

One of the biggest dilemmas faced by job seekers is how multinational corporations (MNCs) weigh the importance of skill vs potential while hiring candidates. This issue has sparked widespread debate and has become a crucial factor in determining who gets hired.

Multinational corporations (MNCs) are renowned for their extensive hiring processes which often take months to complete. Although some may perceive this as a drawback, CraftMyCV offers innovative solutions to streamline recruitment and significantly reduce turnaround time. This approach values qualities such as curiosity, passion, and a willingness to learn. Ultimately, striking the right balance between skill vs potential while hiring candidates is crucial for building a strong and future-ready team. In this article, we will delve into the reasons behind the lengthy recruitment timelines and discuss how CraftMyCV can help improve these processes.

1. Extensive Screening of skill vs potential while hiring

Big MNCs often take several months to finalize a candidate due to their thorough screening process. With a large number of applications for each position, it’s necessary to carefully review and evaluate the pool of candidates. This involves conducting background checks, reference checks, and skills assessments to ensure the right fit for the role. CraftMyCV automates these initial screenings and reference checks, minimizing manual efforts and speeding up the process. Additionally, it employs advanced algorithms to match candidate profiles with job requirements accurately. This ensures that only the most suitable candidates progress to the next stages, further streamlining the hiring workflow.

2. Stringent Requirements

The prolonged recruitment process can be attributed to the existence of strict requirements. Large multinational corporations often demand that candidates have specific qualifications, skills, and experience. This may involve a mix of education, certifications, and industry experience. Finding the right candidate who meets these requirements takes time, as it requires a comprehensive review of each candidate’s qualifications and an assessment of their compatibility with the company’s culture.

3. Multiple Interviews and Assessments

Large MNCs often conduct multiple interviews and assessments as part of their hiring process. These interviews may involve different stages, such as initial screenings, panel interviews, and final rounds. Additionally, candidates may face assessments such as case studies, presentations, or psychometric tests. Each stage of the recruitment process requires time and effort from interviewers and hiring managers, which can contribute to the overall timeline.

4. Consider regulatory compliance when evaluating skills vs potential while hiring candidates

They must adhere to strict laws and regulations concerning their hiring practices. These regulations encompass background checks, anti-discrimination policies, and documentation requirements. Compliance with these rules can extend the timeline of the recruitment process, as companies need to ensure that all documentation is in order and that candidates meet the necessary criteria.

5. Waiting on Decision Makers

The finalization of the recruitment process depends on the availability and decision-making of key individuals within the company. Large multinational corporations often involve multiple stakeholders in the hiring process, including hiring managers, department heads, and executives. Coordinating schedules and reaching a consensus on the suitable candidate can take some time, especially when individuals have busy schedules.

To speed things up, companies can use digital tools for scheduling and feedback collection. Regular communication and updates can also help keep everyone on the same page. By streamlining these steps, MNCs can make the hiring process more efficient.

Improving the Turnaround Time:

While big MNCs face challenges in comparing skill vs potential while hiring candidates within a shorter time frame, there are strategies they can implement to shorten the recruitment process. Leveraging AI-powered tools can help streamline candidate screening and assessment. Additionally, implementing a structured interview process can ensure consistency and efficiency, reducing time-to-hire without compromising on quality. Below are some effective ways through which they can improve the turnaround time.

Streamlining the Hiring Process:Streamlining the Hiring Process: CraftMyCV automates initial screenings and reference checks, minimising manual efforts. The platform offers clear timelines and expectations for each stage of the recruitment process, ensuring candidates receive timely feedback and updates. It also provides handy templates for interview questions, saving you time. Plus, our AI matches you with the best candidates, so you don’t have to sift through piles of resumes. With CraftMyCV, hiring is faster, easier, and more efficient.

Utilising Technology: MNCs can use technology to make their hiring processes more efficient. This can involve using applicant tracking systems to manage candidate information, conducting video interviews, and using assessment tools to evaluate candidates remotely. Technology can streamline recruitment, saving time and effort for each step. Automated scheduling tools can also help coordinate interviews quickly. Additionally, AI-powered resume screening can identify top candidates faster, cutting down the time spent on manual reviews.

Recruiting Strategically: Big MNCs can improve their turnaround time by recruiting strategically. This can involve targeting qualified candidates in advance, building relationships with potential hires, and conducting targeted outreach campaigns. By identifying and attracting top talent proactively, companies can reduce the time it takes to find the right candidate.

Prioritising Candidate Experience: These organisations can also prioritise the candidate experience throughout the recruitment process. This can involve providing timely feedback to candidates, maintaining open communication, and offering a smooth onboarding experience. By prioritising the candidate experience, big MNCs can build a positive reputation and attract top talent, reducing the need to spend too much time on recruitment and selection.

When it comes to hiring, companies often find themselves torn between two factors: skill vs potential while hiring candidates. On one hand, hiring based on skill ensures that the candidate has the necessary knowledge and experience to immediately contribute to the company. Big MNCs take forever to hire with long screenings, strict rules, endless interviews, and waiting on decisions. But with CraftMyCV, you can make your hiring process faster and easier. Fast-track your hiring with CraftMyCV. Email us at

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