How to Review CVs and Select the Best Candidates
Hiring the right candidate can be challenging. Every CV seems to have potential, yet with a growing pile of applications, it's tough to know where to begin. Reviewing CVs effectively isn’t just about checking boxes; it’s about understanding the person behind the paper (or PDF!). This guide will walk you through a practical, step-by-step approach to help you find the perfect fit for your team.
Start with a Clear Vision of What You Need
Before you even open the first CV, take a moment to define what success looks like for the role. Think about the day-to-day responsibilities, the team dynamics, and the kind of person who will thrive in your organization.
- What does the role really require? Write down specific skills, qualifications, and experience levels. Are you looking for someone with five years of experience in marketing? Or maybe a fresh perspective from a recent graduate?
- Must-haves vs. nice-to-haves: What’s a deal-breaker? Certifications? Years of experience? Decide now, so you’re consistent later.
- Don’t overlook soft skills: Think about qualities like adaptability, empathy, and communication. According to Forbes, soft skills are just as critical as technical know-how.
Master the 10-Second Scan
You don’t have hours to spend on every CV. The first pass should take no longer than 10–15 seconds per CV. Yes, it’s quick, but you’re looking for standout elements at this stage.
Here’s What to Look For:
- Keywords: Does the CV mention skills or terms from your job description? For example, "project management" or "data analysis."
- Relevant experience: Has the candidate held roles with responsibilities similar to what you’re hiring for?
- Basic qualifications: Check for degrees, certifications, or other must-haves.
💡 Pro Tip: Tools like LogicMelon can filter CVs for you, saving time and energy.
Dig Deeper into Key Sections
Once you’ve narrowed your stack to the most promising candidates, take a closer look. But remember, this isn’t just about ticking boxes—it’s about understanding who they are.
Focus on These Sections:
- Professional Summary: Does it feel authentic? A strong summary will highlight skills and goals without sounding generic.
- Work Experience: Look for measurable achievements. For example, “Grew social media engagement by 45%” says much more than “Handled social media.”
- Skills: Does the candidate list both technical and interpersonal skills? Do these align with your needs?
- Education and Certifications: Don’t just look for degrees—are there certifications or training that align with the role?
Spot the Red Flags
While reading CVs, trust your instincts. If something feels off, dig deeper. It’s better to spot concerns now than during onboarding.
- Gaps without explanations: Time off isn’t necessarily bad, but candidates should provide context.
- Frequent job changes: A history of short stints might indicate a lack of commitment or fit.
- Generic applications: If the CV doesn’t seem tailored to your job, the candidate may lack genuine interest.
Keep Things Fair and Inclusive
It’s easy to let personal biases creep in. Stay focused on the criteria you’ve defined, and ensure your process promotes diversity.
- Standardize your scoring system: Rank candidates based on the same set of criteria to avoid unconscious bias.
- Focus on qualifications, not personal details: Ignore irrelevant factors like names, addresses, or even hobbies—unless they’re highly relevant.
Fun Fact: Research from McKinsey shows that diverse teams perform 35% better than less diverse ones.
Go Beyond the CV
Remember, a CV only tells part of the story. Complement your process with additional steps to get a clearer picture of the candidate.
- Check LinkedIn: Endorsements and recommendations can provide useful insights.
- Ask for samples: For creative or technical roles, request portfolios or past work.
- Pre-screening calls: A quick 15-minute chat can clarify gaps or gauge enthusiasm.
The Final Step: Interview Invitations
By now, you should have a shortlist of candidates ready for the next stage. When notifying candidates, be professional and clear.
What to Include in Your Invite:
- Interview format (e.g., video, in-person).
- Date, time, and estimated duration.
- Any preparation or materials needed.
Refine for the Future
No process is perfect. After filling the role, take time to evaluate what worked and what didn’t. Continuous improvement will make your next hiring round even more effective.
Conclusion
Reviewing CVs isn’t just a box-ticking exercise it’s an opportunity to find someone who will thrive in your organization. By being clear about what you need, staying consistent in your approach, and using tools to streamline the process, you can confidently move forward with the best candidates.
For more tips and resources, check out our blog at Voceer.com. Together, let’s make hiring smarter, faster, and more human.