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A recent Pew Research Center study reveals that 22% of employees are very or somewhat likely to hunt for a new job. It’s safe to assume that this isn’t good enough for businesses. As a result, the subject of what criteria should be used to choose whether or not to schedule an interview with a candidate has become a hot topic among hiring managers.
When you search for CVs and have a stack of applications and need to weed through them quickly while minimizing the risk of passing on top talent, you should first review the candidate’s resume. This article will give you some pointers to help you to streamline the talent hunting process to find the best person to fill the open position at your business.
How to evaluate a candidate’s CV
When narrowing down your list of potential candidates for an in-person interview, you should keep the following in mind:
Before you have candidates making applications to your firm, you will likely have posted a vacant job that needs to be filled. You may save yourself a lot of work by first reading through the applications and selecting the ones of the candidates who best fit the requirements of the position. Experiences, expertise, and certifications are all things to be considered. This will significantly decrease the number of applications you will be dealing with. It is highly recommended to sign up for a skill-driven AI for recruitment platform to make your searching much easier and efficient.
Universal resume format
As a hiring manager, your first priority is getting an accurate description of the candidate’s experience and skills. Still, you also need to make sure they’ve customized their application specifically to your opening.
A candidate who seems to have submitted a generic resume across the board may not be invested in your company’s mission and is just shooting in the dark to see what sticks.
These hints may help you distinguish a candidate who is really interested in the position from others who are just putting in their applications quickly to land any job that comes their way.
Eliminating job-hoppers is a smart move for several reasons. An applicant who seems to switch jobs every few months may not be able to handle the stress of a new position, team, or responsibilities.
Of course, ambition plays a role, but if red flags pop up when you look at their past jobs, you might want to pay attention. Furthermore, 1 in 3 workers quit their jobs within their first 6 months at a new workplace; hence, it’s crucial to consider your cost per hire and the company’s reputation and do what you can to reduce the likelihood of a short-term hire.
Evidence may be the deciding factor among several qualified candidates who all provide similar benefits.
You should read between the lines of their CVs after you have a shortlist of potential candidates. Supposing they had served as team leaders, how effective were they? Let’s assume they’ve worked as a computer programmer; where are the samples of some jobs they have done for their clients?
Candidates who can back up their claims with evidence are undoubtedly honest and proud of their achievements in what they do.
It is not uncommon for a candidate to be stationed in a city other than the one in which they earned their degree. As an employer, you may favor applicants who live close to your business place since they are less likely to be late to work.
In addition, a candidate’s willingness to relocate for a job may be gleaned from a record of previous employment and education history. For instance, a candidate could have studied in New York but lived in New Jersey for many years. This may be a promising sign that the applicant is willing to move to a new neighborhood and be comfortable doing it if offered the chance.
As you go over the resumes of potential applicants, there are several things you should evaluate to help you make the final choice of candidates that should be invited for an interview. Once you have outlined what you need, you shouldn’t spend more than three minutes on each CV. Some of the groundwork you need to do have been discussed above.