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Mason Herbert



10 Effective Tips for Recruiters When Reviewing the Cv’s Of Their Candidates


The advice on what should and should not be done when presenting a CV is usually for those looking for work. But what about the human resources managers, human resource managers and other business leaders in charge of selecting candidates? 


Are resumes still a useful recruiting tool? Although many experts predict that networking and job search websites may one day make resumes obsolete, it's likely to be a while before they get in the way of wagon wheels and wired phones. For that reason, we have prepared some effective tips for recruiters when reviewing the CV of their candidates.

Why CVs are important?

Because they play a vital role in helping companies and candidates find employment. Resumes provide job seekers with a way to show their skills and qualifications in a summary format that allows a more simple examination on the other side of the interview table.

Even as technology continues to evolve, it is likely that there will always be a need for resumes, or some futuristic adaptation of them. The appearance may change over time, but the underlying concept will remain the same.

Therefore, when you are selecting candidates or reviewing their CVs, keep in mind these effective tips for recruiters, which we will divide into two parts: what to do and what NOT to do. Let's see:

Tips for reading a Resume: what to do and what not to do

What to do:

1. Include keywords in job descriptions and publications

Keywords serve three key purposes: they allow candidates to find their jobs in Islamabad online, they allow their recruiters and hiring managers to quickly scan resumes to find people with the most relevant experience and in the case of companies that store items, Keywords help you get them out of the dark when they match the skills you are currently looking for.

For example, if you are looking for someone specifically with experience in internal or external sales, make sure those words are included in your job publication and job description.

Intelligent candidates will also remember their keywords by using them in their cover letter and curriculum vitae.

2. Verify dates of employment and look for gaps

Missing or inconsistent dates of employment may indicate that a candidate is trying to cover up periods of unemployment or a history of job jumps. However, the longer gaps may reflect legitimate professional breaks, such as a gap year, maternity or family leave or continuing education.

If a candidate's experience seems to be a good option, but their dates of employment have been omitted from their curriculum vitae, ask them if they would mind providing the dates.

3. Ensure that the online and offline information of the candidates matches

Discrepancies between a candidate's printed resume and online profiles should raise red flags. Find matching titles, dates of employment and other details. While some controversies can be honest mistakes, such as when the name change of a company is reflected in the curriculum vitae, but not in the LinkedIn profile, it is a good idea to always consult.

Even if your recruitment process is paperless, you must make sure that the CVs or job applications your candidates submit online include accurate information. In the best of cases, a discrepancy is just a careless mistake. In the worst case, it is a deliberate attempt to be dishonest.

4. Pay attention to recent achievements

If an applicant has just graduated from college, it is fine to supplement his or her curriculum vitae with your GPA and university leadership positions. But, once someone has been working for a while, that information becomes obsolete and should be eliminated in favor of professional achievements.

At the other end of the spectrum, if a candidate has between 20 and 30 years of experience, do not expect to provide intricate details about his early work or college affiliations. Look for detailed descriptions only for your last 10-15 years of work.

5. Wait for a Resume without errors

Whether you're talking about a hard copy or a printed resume, it's your candidate's first chance to make a good impression. And some basic principles will never go out of style, no matter how technologically advanced the world of recruitment.

A CV should not have format errors, inconsistencies or typographical errors. Any curriculum you receive must be well written and explain the candidate's work experience clearly and concisely.

6. Use industry-focused websites

Most industries have several websites that focus on a particular career field or area of expertise. The petrochemical industry, for example, has used this type of forums for years to recruit engineers. Similarly, advertising and marketing agencies often hire creative professionals through websites that target them.

The reality is that many professionals now keep their resumes posted online at all times, not just when they are searching. And industry-specific websites can be a great resource to find potential candidates because you can search, you guessed it, for keywords.

Specialized sites can also be useful if you are looking for employees who have worked for a particular company. Or, you may be looking for someone who specializes in "gas well engineering" or "consumer goods packaging".

What NOT to do:

7. Wait or require personal details

The old-school practice of including a photo, marital status, number of children or other personal details in a curriculum has been abandoned for a long time, for many reasons. As such, your company should not expect an applicant to provide these details, and you certainly should not request them.

The only exception to this rule: if your company values community service, you may want to give additional weight to the CVs that describe the volunteers' efforts, especially if the person holds a leadership position.

8. Give a lot of weight to the objective

Was that paragraph neat on the top of the curriculum that used to be popular? That information is obsolete, or at least it should be. It just takes up space and nobody really reads it.

Given that the professional objective is usually more focused on what a candidate aspires to do, compared to what they have actually done, consider it superficial and omit the candidate's employment history and list of achievements.

9. Limit experienced professionals to a page

A new person in the workforce or at the beginning of his career should have no problem keeping his resume on one page. But, for an experienced professional, a two-page resume is acceptable, even expected.

Anything beyond two pages, however, can become a heavy duty to review. Unless you are in the academy or in a research field, this level of detail is probably not necessary.

10. Ignore the benefits of working with a recruitment professional

Hiring managers are swimming on resumes these days. It is not unusual for even moderately sized companies to receive up to 500 resumes within the first few days after the publication of a vacancy. This is because many services search the web for new job offers and automatically send summaries stored in your system.

A professional recruiter, particularly one who specializes in your industry, can spare your company's managers countless hours by evaluating resumes and identifying the best candidates.

A curriculum is just the tip of the iceberg hired, and there is no correct way to find new employees these days.


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