of Reviewing CVs is an essential part of the recruitment process, but it can be time-consuming and challenging. As an HR manager or recruiter, you want to identify the best candidates quickly and efficiently without sacrificing quality. Here are six tips to improve and streamline your CV review process.
1. Use an Automated Applicant Tracking System (ATS)
A Applicant tracking system (ATS) can revolutionise your recruitment process. These systems are designed to automatically scan and rank CVs based on criteria you set, such as skills, experience and education. This helps you quickly pre-select the most qualified candidates.
We ourselves use our system that comes with our "Vacancy Campaigns" service. Check it out here.
Advantages of an ATS
- Time efficiency: automatic screening saves you hours of work.
- Consistency: Objective criteria ensure fair assessment.
- Management: keeps all candidates and their progress in one place.
2. Define Clear Criteria and Keywords to review CV
Before you start reviewing CVs, establish clear criteria for the position. This includes hard skills, such as specific software knowledge, and soft skills, such as teamwork and communication. By turning these criteria into specific keywords, you can more quickly identify relevant information on a CV.
Tips for keywords when reviewing CVs
- Use job-specific terms that are essential to the role.
- Add synonyms and related terms to cover variations in CVs.
- Adjust your keywords regularly based on changing job requirements.
3. Focus on Results and Performance
Instead of just looking at the tasks a candidate has performed, it is important to pay attention to results and achievements. Look for quantitative data, such as increased turnover, improved processes or successfully completed projects. This information will give you a better idea of the impact a candidate has had in previous roles.
Questions to ask when assessing cvs:
- Has the candidate achieved measurable results?
- How did they contribute to the success of their previous employers?
- Are there any specific projects or achievements relevant to the open position?
4. Pay attention to Gaps and Inconsistencies as you review CVs
Gaps in work history or inconsistencies in a CV can be red flags, but they are not necessarily disqualifying. It is important to identify them and discuss them during the interview. Sometimes personal circumstances, further education or other legitimate reasons can cause such gaps.
How to deal with gaps and inconsistencies:
- Identify and note the holes during the initial screening.
- During the interview, ask for explanations for these periods.
- Be prepared to show understanding for valid reasons, but also be wary of vague or unsatisfactory answers.
5. Make use of pre-assessment tests
Pre-assessment tests can be a useful addition to facilitate CV assessment. These tests can range from cognitive and skills tests to personality and culture fit assessments. By pre-testing candidates, you get a better understanding of their ability and suitability for the job even before inviting them for an interview.
Types of pre-assessment tests:
- Cognitive tests: Measures problem-solving skills and critical thinking.
- Skills tests: Evaluate technical skills and knowledge.
- Personality tests: Help assess culture fit and behavioural traits.
6. Use a Standardised Rating System to rate CVs
To ensure objectivity and consistency, it is useful to use a standardised rating system. This can be a simple scoring system that assesses different criteria on a scale of, say, 1 to 5. By grading CVs according to the same standards, you minimise bias and enable a fair comparison between candidates.
Elements of a standardised assessment system:
- Skills: Assess relevant hard and soft skills.
- Experience: Assess the extent and relevance of work experience.
- Education: Evaluate the candidate's educational background.
- Performance: Assess specific achievements and results.
- General suitability: provide a general assessment of suitability for the job.
Conclusion
Reviewing CVs does not have to be a time-consuming and stressful process. By using technology such as an ATS, defining clear criteria and keywords, focusing on performance, paying attention to inconsistencies, implementing pre-assessment tests and using a standardised assessment system, you can significantly improve the efficiency and effectiveness of your recruitment process. This approach enables you to identify and hire the best candidates faster and more accurately, ultimately contributing to the success of your organisation.
