CV / Resume Training

One-Hour Training Session for New Recruitment Consultants

How to Assess, Qualify, and Interview Based on a CV/Resume

Objective – By the end of this training session, new recruitment consultants will be able to

• Assess the content and structure of a CV/ Resume.
• Evaluate the quality of both the CV / Resume and the applicant based on the information provided.
• Conduct an initial interview based on the CV / Resume to explore the candidate’s qualifications further.

Session Breakdown

• Introduction (5 minutes)
• Part 1 – Assessing the Content of a CV/Resume (15 minutes)
• Part 2 – Evaluating the Quality of a CV/Resume and Applicant (20 minutes)
• Part 3 – Interviewing Based on a CV/Resume (15 minutes)
  Q&A and Summary (5 minutes)

Introduction (5 minutes)

Start by outlining the importance of effectively assessing CVs/resumes in the recruitment process. Explain that the CV/resume is often the first point of contact between a candidate and a recruiter. Being able to quickly and accurately assess its content allows for efficient decision-making and better placement outcomes.

Key Points to Cover

• A CV/Resume provides an overview of a candidate’s skills, experience, and potential.
• The goal is to assess content, evaluate quality, and use it as the foundation for interviews.
• This process must be objective, structured, and aligned with job requirements.

Part 1 – Assessing the Content of a CV/Resume (15 minutes)

In this section, you’ll train consultants to look at the key elements of a CV/Resume and identify if they contain the required information for the role.

Content Overview

Contact Information

• Ensure the CV contains clear and professional contact details: name, phone number, email address, LinkedIn profile, and location (if relevant).

Activity – Show examples of good and bad contact details and discuss common mistakes (e.g., unprofessional email addresses).

Professional Summary/Personal Statement:

Look for relevance and alignment with the job role. Is the candidate highlighting their core competencies that are aligned with the job description?

Activity – Compare two personal statements, one that is generic and one that is role-specific. Discuss which is more effective and why.

Key Skills

• Ensure the candidate lists both hard and soft skills relevant to the job. Look for role-specific skills, such as programming languages for IT roles or certifications for project management roles.

Activity – Provide a job description and have consultants highlight which skills listed in the candidate’s CV align with the role.

Professional Experience

• Check for clear company names, job titles, dates of employment, key responsibilities, and measurable achievements. Focus on how well the candidate’s experience matches the job requirements.

Activity – Review two CVs side by side—one with vague responsibilities and another with clear, quantifiable achievements. Discuss how this impacts the hiring decision.

Education & Certifications

• Look for relevant degrees, certifications, and professional development that are necessary for the role. Ensure that dates and qualifications match the job’s educational requirements.

Activity – Look at a list of certifications and discuss their relevance for certain industries (e.g., AWS certification for tech roles).

Red Flags

• Identify potential issues such as gaps in employment, frequent job changes, or unclear career progression.

Activity – Provide CVs with potential red flags and discuss how these should be addressed during the interview.

Key Takeaway – The CV / Resume should clearly communicate a candidate’s fit for the role based on their experience, skills, education, and achievements.

Part 2 – Evaluating the Quality of a CV / Resume and Applicant (20 minutes)

Once the content has been reviewed, it’s important to assess the quality of both the CV / Resume and the candidate’s potential.

Quality Assessment Criteria

Clarity and Structure

• Is the CV well-organized, easy to read, and logically structured? An easy-to-follow CV indicates attention to detail and communication skills.

Activity – Provide examples of a cluttered, disorganized CV vs. a clear and well-formatted one. Discuss how formatting can impact readability and first impressions.

Relevance

• Does the candidate’s experience align with the job requirements? Are they listing irrelevant roles, or is everything connected to the role they are applying for?

Activity – Give participants a job description and have them assess a CV for how relevant the candidate’s experience is to the job.

Achievements vs. Responsibilities

• Evaluate how much of the CV focuses on measurable achievements rather than generic job duties. Achievements give insight into how a candidate can add value.

Activity – Show an example where the candidate lists only responsibilities and another that highlights accomplishments. Discuss the difference in perceived value.

Length

• For junior to mid-level roles, a CV should generally be 1-2 pages. Senior-level professionals may have longer resumes, but conciseness is key.

Activity – Review a long CV and identify areas that could be condensed.

Red Flags

• Discuss how to interpret red flags (employment gaps, job-hopping, lack of career progression). Look beyond the surface to determine if these are justified.

Activity – Review a CV with potential red flags and role-play how you would address them in an interview.

Key Takeaway – A high-quality CV demonstrates the candidate’s organizational skills, relevance to the role, and value as a potential employee.

Part 3 – Interviewing Based on a CV / Resume (15 minutes

Now that you’ve assessed the content and quality, it’s time to conduct an initial interview based on the CV/Resume. This step will allow you to clarify information, probe deeper into the candidate’s experience, and assess their fit.

Steps for Interviewing Based on a CV

Start with a General Overview

• Ask the candidate to walk you through their CV, focusing on key roles and achievements. This helps you understand how they perceive their own experience.

Example Question – “Can you walk me through your role at XYZ Corp and highlight some of your key achievements?”

Clarify Gaps or Red Flags

• If there are gaps in employment or frequent job changes, ask for clarification. Be professional and neutral to avoid making assumptions.

Example Question – “I noticed you had a gap between 2019 and 2020. Could you tell me what you were doing during that time?”

Probe into Achievements

• Ask for more details on specific achievements listed in the CV. For example, if the CV states they “increased sales by 20%,” ask how they did it.

Example Question – “You mentioned that you improved project completion times by 30%. Could you walk me through the steps you took to achieve that?”

Assess Soft Skills

• Use the CV as a springboard to ask about soft skills like communication, leadership, and problem-solving. For example, if they managed a team, ask how they handled conflicts or motivated their team.

Example Question – “Tell me about a time when you faced a challenge while managing your team. How did you resolve it?”

Verify Technical Skills

• For technical roles, ask specific questions about tools, technologies, or methodologies listed on the CV to ensure the candidate has hands-on experience.

Example Question – “You mentioned using Python in your previous role. Can you explain the types of projects you worked on with it?”

Activity – Role-play an initial interview where consultants ask the candidate specific questions based on their CV. Provide feedback on the quality of the questions and the depth of the probing.

Key Takeaway – The CV / Resume serves as a framework for a more in-depth conversation about the candidate’s skills, experience, and suitability for the role.

Q&A and Summary (5 minutes)

Use the final five minutes for questions and a quick recap of the session. Reinforce the importance of

• Assessing the structure and content of a CV.
• Evaluating the quality of the candidate based on their CV.
• Conducting thorough interviews that probe deeper into the information presented.

Encourage the consultants to practice these skills regularly as they review CVs, making the process more efficient and effective.

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