CV / Resume Screening

Comprehensive Guide to CV / Resume Screening for a New Recruitment Consultant

Reviewing a CV / Resume is one of the most critical stages in recruitment. As a new recruitment consultant, mastering how to screen CVs effectively can help identify the right candidates while saving time and effort. This guide will walk you through the essential steps.

Understand the Job Requirements

• Analyse the Job Description – Before diving into CV screening, ensure you thoroughly understand the role’s requirements, including necessary skills, qualifications, and experience.
• Highlight Key Criteria – Identify the core competencies (e.g., technical skills, certifications, or years of experience) that are non-negotiable for the position.
• Screen for Fit – Look for attributes or traits that align with the company culture or client needs.

First Impressions: Structure & Formatting

• Clarity & Layout – The CV should be well-organized, easy to read, and follow a logical structure. Ensure key information such as contact details, experience, and education are easily identifiable.
• Formatting – Consistent fonts, bullet points for lists, appropriate use of headers, and a clean layout are important. Poor formatting could indicate a lack of attention to detail.
• Length Consideration – Ideally, a CV should be concise, 1-2 pages for mid-level professionals, and up to 3 pages for more senior roles. Excessively long CVs may suggest a lack of focus.

CV Screening – The 30-Second Scan

• Skim for Key Information – In the first 30 seconds, scan for vital details such as job titles, employment dates, and companies worked for. This gives you a quick sense of the candidate’s potential fit.
• Check for Relevance – See if their recent roles align with the job requirements. For example, if you’re recruiting for a tech position, ensure the candidate has relevant technical skills.
• Look for Keywords – ATS (Applicant Tracking Systems) are often used by companies. Make sure the CV includes important keywords relevant to the job, such as software proficiency, industry terms, or role-specific jargon. Use tools like Jobscan to match resumes with job descriptions for a more thorough keyword analysis.

In-depth Review: Experience & Achievements

• Relevance of Experience – Look at the candidate’s professional history and assess how their past roles align with the position. Do their job titles, responsibilities, and achievements demonstrate they can perform the job successfully?
• Longevity in Roles – Take note of how long the candidate has stayed in each position. Frequent job changes (job-hopping) could be a red flag unless justified by clear reasons.
• Career Progression – Has the candidate shown growth or upward mobility in their career? Promotions and added responsibilities reflect ambition and competence.
• Accomplishments Over Duties – Look for specific achievements (e.g., “Increased sales by 20%”) rather than just listing responsibilities. Achievements show measurable contributions and added value.

Skills & Qualifications

• Hard vs. Soft Skills – Hard skills (technical abilities like coding or financial analysis) are usually more straightforward to assess. Ensure the candidate has the core skills required for the job. Soft skills (e.g., teamwork, communication) can be trickier to evaluate on paper but are often indicated through their role descriptions and achievements.
• Certifications & Training – Check if the candidate holds any relevant certifications or training programs, especially if they’re critical for the role (e.g., PMP for project management roles).
• Education Level – Make sure the candidate has the necessary educational background. However, prioritize practical experience over education for senior or highly technical roles.

Identify Red Flags

• Unexplained Gaps in Employment – Look for gaps in employment history. Large, unexplained periods could indicate potential issues, though it’s essential to investigate further during interviews.
• Frequent Job Hopping – While career changes are common, moving from job to job frequently without clear progression might indicate instability.
• Overqualified Candidates – Be cautious with candidates who appear overqualified. They may lose interest in the role quickly or demand higher compensation than expected.

Cultural Fit

• Industry & Company Culture – Assess if the candidate has worked in industries or environments that match your client’s culture. For example, a candidate from a large corporate background might not suit a fast-paced start-up.
• Soft Skills & Values – If the CV includes a personal statement or section on values, this can give insight into the candidate’s cultural fit. Some roles may require specific soft skills such as adaptability, leadership, or teamwork.

ATS and Technology Tools

• ATS Compatibility – Many companies use Applicant Tracking Systems to filter resumes. Tools like TestGorilla and Jobscan can help ensure the CV is ATS-friendly, with proper formatting and the inclusion of relevant keywords.
• Use of Screening Tools – Platforms like TestGorilla provide objective tests to assess candidate skills, which can supplement resume screening. Consider using these tests to identify top candidates.

Final Steps: Deep Dive into Top Candidates

• Look for Consistency – Cross-check the CV with the candidate’s online profiles (e.g., LinkedIn) to ensure their experience and qualifications are consistent across platforms.
• References & Endorsements – Though not always included on CVs, look for recommendations or endorsements. These can provide additional insight into the candidate’s performance and credibility.
• Tailor Screening for Role-Specific Needs – Each job may require a slightly different approach. For example, leadership roles might prioritize experience and people management, whereas technical roles will emphasize hands-on skills and problem-solving.

CV / Resume screening is a foundational skill for any recruitment consultant. By understanding job requirements, performing a quick but efficient scan, and diving deeper into the top candidates, you can streamline the process and focus on those with the highest potential for success. Using ATS tools and being aware of red flags will further refine your approach, leading to better hiring decisions.

This structured approach will help you become more efficient, ensuring you find the best candidates while saving valuable time for deeper evaluations where necessary.

For more information contact
jameshickman@searchmarkets.com
www.searchmarkets.services