When hiring new candidates, your CV screening process plays a crucial role in identifying the right talent for your organisation.
It’s essential to assess each CV thoughtfully, and efficiently, to ensure you attract and retain the best candidates. A well-crafted CV offers a succinct profile of a candidate’s qualifications, work experience, skills, and potential fit within your company. However, not all CVs are created equal, and it’s important to know what to look for when evaluating applicants.
In this article, we’ll discuss the key elements to focus on when reviewing CVs, and offer practical insights into how to spot top talent.
1. Clarity and Structure
First impressions count, and the structure of a CV is vital in ensuring clarity, and ease of reading. A well-organised CV allows you to quickly identify the candidate’s experience, qualifications, and skills. When reviewing CVs, look for:
Clean Layout: A CV should be easy to scan. Look for consistent fonts, headings, and bullet points to divide sections clearly.
Logical Structure: A CV should follow a logical sequence, typically starting with a profile, followed by a career summary, work experience, education, skills, and any additional sections such as professional development or volunteer experience.
Concise Content: While detailed experience is important, overly long descriptions can be overwhelming and unnecessary. Ideally, stick to CVs that are no longer than two pages.
A well-structured CV allows you to quickly assess if the candidate has the necessary skills and experience, helping you save time in the recruitment process.
2. Personal Statement or Career Objective
A personal statement or career objective, though not mandatory, can provide useful insight into a candidate’s motivations and goals. Look for:
Relevance to the Role: Does the candidate’s career objective align with the position you’re hiring for? A good candidate will tailor their statement to demonstrate how their skills and aspirations fit within your company’s needs.
Clear Vision: A well-crafted personal statement shows that the candidate has thought about their professional development, and has clear objectives for their career. This can be a good indicator of ambition.
While not every candidate will include a personal statement, it’s a great way to gauge a candidate’s enthusiasm, and how they perceive their professional journey.
3. Relevant Experience and Achievements
The work experience section is perhaps the most critical part of any CV. It provides a detailed history of the candidate’s career, showcasing their skills and achievements. Here’s what to focus on when reviewing this section:
Relevance to the Role: Ensure the candidate’s previous job titles, responsibilities, and experience are directly applicable to the position you’re hiring for. Look for candidates who have performed tasks similar to those required in the new role.
Quantifiable Achievements: A great CV doesn’t just list duties, it highlights specific achievements, particularly those that can be quantified. For example, rather than just stating “Managed a team,” a strong candidate might write, “Led a team of 10 people, improving productivity by 20% over 6 months.” This demonstrates their ability to contribute to tangible outcomes.
Progression and Stability: A solid CV will reflect career progression, showing a clear path of growth. Look for candidates who have taken on increasing responsibilities and roles over time. A stable work history without frequent job changes is also a positive sign, but don’t immediately rule out candidates with shorter periods if there is a good explanation.
By evaluating the relevance and impact of the candidate’s experience, you can determine whether they are equipped to succeed in your organisation.
4. Skills and Qualifications
The skills and qualifications section of the CV provides insight into the candidate’s technical and soft skills, which are essential for success in any role. When reviewing this section, look for:
Industry-Specific Skills: For technical roles, ensure that the candidate possesses the specific qualifications or certifications necessary for the job. For example, if you’re hiring for an IT role, look for candidates with expertise in specific programming languages or software.
Transferable Skills: Many candidates may not have direct experience in the industry, but could bring transferable skills from previous roles. For example, skills like project management, leadership, and problem-solving are highly valued in virtually every role.
Soft Skills: Look for soft skills that contribute to a candidate’s ability to work well within your team. These may include leadership, teamwork, adaptability, and communication. If a candidate has demonstrated these skills in previous roles, they will likely be able to transfer them into your work environment.
Professional Development: Continuous learning is important in today’s competitive job market. Look for candidates who have pursued additional qualifications, certifications, or training that enhance their skills.
The skills and qualifications section helps determine whether a candidate has the technical know-how, and interpersonal skills required for the role.
5. Attention to Detail
A well-prepared CV is a reflection of a candidate’s attention to detail. You should look for CVs that are free from errors and inconsistencies. This includes:
Spelling and Grammar: A CV littered with spelling or grammatical errors can suggest a lack of attention to detail, which could be problematic in a professional setting. Make sure the CV is written clearly and professionally, with correct spelling and grammar.
Formatting: Inconsistent fonts, missing dates, or poorly structured sections may suggest that the candidate did not take the time to craft their CV properly. A well-organised, consistent, and visually appealing CV demonstrates professionalism.
Attention to detail is an important attribute for candidates to exhibit, particularly for roles where precision is vital.
6. Tailoring the CV for the Role
The best candidates may tailor their CVs to highlight their most relevant experience, qualifications, and skills for the specific role they are applying for. A tailored CV shows that the candidate has done their research, understands the role, and is genuinely interested in the position.
Look for CVs where the candidate clearly highlights their relevant achievements, technical skills, and experiences that directly align with the job description.
Conclusion: Making the Right Hiring Decision
When hiring, reviewing CVs thoroughly is a vital step in the recruitment process.
A well-organised CV that clearly demonstrates relevant experience, skills, and achievements, can help you identify the best candidates for the role. Equally important is the candidate’s ability to showcase their potential fit within your organisation’s culture and values.
By focusing on the key elements outlined in this article, you’ll ensure you make informed, thoughtful decisions when it comes to hiring new talent. Ultimately, a CV serves as both a reflection of the candidate’s professional background, and a glimpse into their potential as a future contributor to your organisation!
How we can Help
You don’t have to go through the hiring process alone.
At People Associates, our Recruitment services offer customised solutions that will help you attract, assess, and retain top talent. We’ll work closely with you to understand your company culture, values, and long-term goals, ensuring that every candidate is the right fit for your organisation.
Want a free consultation?
Flick us a message here – or contact Lisa Oakley at lisa@peopleassociates.nz or on 027 573 5483.
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