This is where the job description and people spec come into their own. Refer back to these with each CV and you will not only be evaluating CVs against pre agreed criteria but you will also be evaluating CVs fairly ensuring that you are being non-discriminatory in your selection process. This in turn will give you the widest choice of suitably qualified candidates.
Well-kept recruitment records including a job description and people spec are key in being able to demonstrate fairness in your recruitment process if called on to justify your decisions.
Points to consider:
Does the candidate have a steady work history? Are any gaps between jobs explained to your satisfaction or has the candidate used vague dates in order to conceal them. In the current economic climate, gaps in work are not uncommon.
What were their reasons for leaving jobs? How often have they changed jobs and why? Does their CV show logical career moves that were well thought out?
Is the type of experience and level of experience suitable for the role that you are recruiting for? Some experience may not be entirely relevant but could demonstrate a strong set of transferable skills.
How have they done in previous roles? If you are recruiting for a sales role for example, look for hard facts and figures that demonstrate success.
Does the CV give factual information about the roles that they have had previously. Too many qualifying statements such as “helped with” or “knowledge of” may show that they lack experience in a field that is needed for the role.
Depending on how many candidates that apply for a position, you may well sift through CVs two or three times before coming up with a short-list of candidates to interview.
Keep the short list to a realistic number. If you have thought through your recruitment criteria and stuck to them a maximum number of six interviews should be sufficient to secure a top quality candidate.
Let unsuccessful candidates know what is going on. It’s professional, courteous and reflects well on your company. Someone you reject today may well apply for another role in the future when their experience and skills are stronger.