CVs: reading between the lines
- Details
- Category: Career Resources
- Published on Monday, 04 July 2011 20:33
It’s a good problem to have when you have so many qualified applicants for an IT job for which you are recruiting. The issue is making sure you shortlist the best applicants for your needs while wading through the rest.
It can be mind numbing pouring over potentially hundreds of resumes to see if they are the right fit for your organisation. So pour yourself a cup of coffee and role up your sleeves - here is a list of things to think about when you are scanning your IT job applicants’ resumes.
First and foremost, does the candidate meet the essential requirements of the position for which you’re recruiting? Review all the CVs to check for these criteria. Any that don’t comply with this standard can be culled immediately.
Secondly, cull based on the quality of the resume in terms of typos and grammatical errors. The result needs to be a clear communication to you as a prospective employer. It is reflective of the quality of output you can expect from a prospective employee. If it’s substandard, it isn’t acceptable.
A strong statement of purpose, if written effectively, can indicate that a candidate knows exactly where they want to go with their career. If their purpose and your organisation’s general direction are aligned, it can be a partnership made in heaven.
Check the candidate's education and certifications to make sure they have the required qualification for your job.
When reviewing a candidate's work history, in the words of a HR consultant, “I couldn’t care less what people tell me their 'duties and responsibilities' are / were. Tell me what you did. What were your achievements?” A quality candidate is able to translate what they did for an organisation into tangible achievements with a net associated value. You have a winning candidate when the applicant is able to clearly describe how they have taken their previous positions and delivered way beyond the original expectations.
Other things to be mindful of when reviewing a candidates offering:
Did they work for large or small companies? Large companies can at times offer limited experiences given the resources available. On the flip side, they often invest heavily in their valued employees with training opportunities. Smaller organisations tend to afford greater opportunities for rapid growth due to limited organisational resources, as employees often have to carry more responsibilities than their counterparts in larger firms.
Has the applicant demonstrated progress in their career path on their resume? Does the chronology of work experience show a rapid or steady ascent or stagnation? Depending on the type of person you’re seeking, this can speak volumes about an applicant and their suitability for your needs.
Does the candidate show a trend of staying with an organisation for some time, or is there a lot of job shifting? This is self explanatory. If you’re seeking a contractor for a short term project, it doesn’t really matter. If you’re seeking to expand your team and want a team player who will help you develop your business in the long run, this could potentially be very important.
Why did they move jobs? Does the candidate describe the reasons behind organisational or job shifts? It may be worthwhile checking this out through reference checks. Do they leave on their own terms to seek greener pastures? It’s worth asking why and may lead to some interesting insights into the values and the character of your candidate.
Finally, the tone of the resume speaks volume about the communication style of the candidate. Is it:
- A dry recitation of facts that reads a little like a job description?
- an interesting journey of a successful and driven professional ?
- an unbelievable description of a day in the life of Techno-Man, Linux superhero?
As with anything you read, reading between the lines is important. It can give you just as much information as the carefully chosen words on the page.