5 Keys to evaluate a CV



1. Scan for stability and growth in their job history

Gone are the days where employees will stay twenty years in one company and maybe that’s for the better in this current market. Candidates & Employers want exposure to different industries, companies, cultures and company sizes to have a better all rounded perspective on what to specialize in.

However this should not be confused with jumpy resumes, candidates who have poor excuses for gaps of employment or reasons for leaving might not be the right fit for you, especially if you are going to be the one investing into their onboarding and growth with training, money and most importantly time.

2. Check for Company & Culture transferability

It is just as important to know what type of company culture and structure they have previously worked in and whether or not this candidate will be able to make that transition to yours. For example, a candidate that has worked in a very modern and flat structure type of company may not be able to make the transition to a traditional hierarchical style family business.


3. Watch out for questionable CV’s

Some resumes contain warning signs of potential problems that may outweigh a candidate’s abilities and experience. These are the biggest red flags to look for as you evaluate resumes:

  • Unexplained employment gaps

  • Job hopping

  • Overqualified for the job

  • Exaggerated past achievements


4. How specific is their CV to your Company?

You can spend less than 15 seconds on a resume to really find out who the clear winners are. Spend that extra minute on a CV to see if the applicant has actually taken the time to personalize and customize their application specifically to your position and company. People who take that time are clearly more interested and show they take more initiative.


5. Separate those who even cannot meet the Minimum and Preferred Qualifications

Filter applications by treating minimum or preferred minimum qualifications as mandatory, these are usually qualifications that are required for the job, and candidates won’t be able to perform without them. A web developer, for example, must adequate communication skills and a solid grasp of programming languages. Preferred qualifications are not vital to the job, but give an edge to potential candidates.

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