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I would prefer local residents and freshers for such stop gap arrangement. Freshers as trainees can be molded easily and can grasp with high energy level.
You get an opportunity to refresh your developing skills and source to spread word of mouth about organisation.
Dear Friend shall I need to repeat the great answer by Mr. IRPHAN GHANI.
There is only one answer for this question though words can be interchanged.
Agreed with Mr Ghani.
Though it is also necessary to examine the capabilities and skills required for the job vacancy.
First sort out list of CV suitable for vacation jobs like of students with break and fresh pass outs. Then sort out again based on characteristics which can help company in futures as well like on basis of in line projects student doing or done in university. like we hired students for imporvement in HR appraisal system those were working on this during studies.
Review each candidate against the job specification and design a grading system for each candidate. Example:
0 - Does not meet criteria
1 - Meet some criteria
2 - Meets all criteria
3 - Exceeds all criteria
For candidates that do not meet any of the criteria for the job, it is courteous to inform them that they have been unsuccessful and will not be selected for interview on this occasion.Candidates in category2 and3 should be short listed for interview, but before requesting a meeting, consider their location and salary expectations. If the candidate lives more than an hour’s drive from the office location they may be less favourable that a candidate that lives in the same town. Similarly, if a candidate’s salary expectations appear considerably higher than the salary on offer it would not be appropriate to shortlist them. For candidates in category1, it may be advisable to seek a second opinion from a colleague and then either disregard them or add them to the shortlist.If your shortlist for interview is considerably large, a telephone interview may be the best option for a first stage interview as it is less time consuming for both the hiring manager and the candidate. Successful candidates from the telephone interview can then be taken for a face-to-face interview where a decision on the successful candidate is usually made. If you are undecided between2 or3 candidates after meeting with them, it may be worthwhile setting up a job trial, where the final applicants come in for a day to undertake tasks associated with the job. Not only will it help with the decision making process, it will also give candidates a taste of the role and a further insight into the company culture.
Fairly I would fix only job matching CV's .
The shortlisted would be as wide as possible this for fairly triggering the selection & recrutment process.
