How to find gem CVs
With the dawn of every new year, there is a huge increase of job seekers looking for greener pastures. As the unemployment rate in South Africa increased from 24.9% in the second quarter of 2012 to 25.5% in the third quarter, I am finding that we are receiving a larger than normal response to our adverts placed.
This making the task of sifting through the CVs submitted a time-consuming challenge because a fair amount of these don’t adequately respond to our adverts.
What are the best methods of sifting through CVs?
I have heard of some recruiters using a point system as a way of sifting through CVs. For example, they would give one point for every year of experience a candidate has, one point for every certificate, etc.
Personally, this method doesn’t work for me. Here’s how I prefer to find that elusive gem:
1. I start by reading through each applicant’s information, going through it as objectively as possible. This allows me to separate the seemingly-qualified individuals from the chancers. This is essentially the easy part. Determining which of them is 100% suited for the position is a little tougher.
There will be many applicants with the right qualifications and skill set, but don’t place a candidate without ensuring that he will also be content in his new working environment. This is why it is hugely important that you spend time at your clients to understand what their exact needs and inherent requirements are to allow you to place the right individuals suited to their business.
2. Once I have reduced the number of CVs, I take approximately four key job specifications from my client’s job specifications to whittle the CVs down even further and find my character and skill set gems. These specifications are:
a. Education/ certification;
b. Required knowledge;
c. Skills and abilities; and
d. Minimum experience required
As I have understood my client’s requirements, I know which of these are important for that specific position.
3. I then narrow my list down to a few individuals. To select my final winning CVs, I call each of the candidates asking them a variety of questions. This encourages them to participate and allows me to understand each individual more. In addition, a Skype interview and/or a face-to-face interview are key in making sure my candidate is presentable and could fit in the culture of the client.
4. Finally, I submit my carefully selected individuals CVs to my client with the utmost confidence.
