When you advertise your job on NIJobs.com our advanced search and match technology, smart traffic strategy, powerful email marketing and extensive social media presence all work together to bring you applications from qualified candidates.
Once you have received all your applications, you have to decide which jobseekers are the most relevant, so you can select the best people to invite to interview.
Here are four simple steps you can take to help you screen the CVs and swiftly build your interview shortlist.
1. Know your must haves
You’ve written your job description, and have a view of your ideal candidate, so you should have taken the time to outline the skills, competencies or qualifications that you simply cannot do without. Keep these to hand when reviewing CVs and use them as your checklist. If you’re drawing up a shortlist on a computer you can even search documents using CTRL+F to find specific words and save time finding the best-fitting candidates.
2. Look for evidence
With plenty of applicants all showcasing a range of great skills, one differentiating factor could be — evidence. Once you have an initial shortlist of candidates, check through their CV and read between the lines. Say they have acted as team leader — how did the team perform? Say they have built entire websites — where are the links?
A good candidate will share their successes as well as their skills — and this could be a key tool for helping to separate anyone who walks the walk, as well as talking the talk.
3. Check for a ‘one size fits all’ CV
Obviously you want to receive an honest account of a candidate’s work history and expertise, but don’t forget to check whether they have tailored their application to your vacancy.
If you believe a candidate has sent you a one-size-fits-all CV, it could suggest that they have not fully bought into what you do, but instead, they could be sending CVs with a scatter-gun approach to see what may land.
Do they mention your company in their cover letter? Does the language and formatting of their CV mirror your job advert? These little clues could help you pinpoint a candidate whose application is earnest, as opposed to someone sending quick-fire applications.
Of course, that’s not to say that someone applying for more than one role wouldn’t be a good hire, but someone who has taken the time to research your organisation and your working practices reflects a level of commitment and interest that should move them to your must-see pile.
4. Examine the dates
Take the time to examine the amount of time a candidate has spent in a job. Many recruiters are wary of job hoppers, and while you could argue that it reflects ambition, if a candidate seemingly changes roles every few months, this could well indicate they don’t settle in well with employers. That being said, a lot depends on your sector and the role you are hiring for, but it’s worth considering your cost per hire. Most recruiters aim to reduce the prospect of short-term hires.
And finally
Once you’ve selected the candidates you’d like to interview, remember you need to get in touch with ALL the applicants to let them know whether or not they have been successful.
Treating people with courtesy and respect is a reflection of your employer brand. Someone may not be right for your company now, but in two years’ time, they could be perfect. A strong employer brand will attract talent to your business and can play a significant part in building a pipeline of candidates for you to choose from in future hiring.