What is a curriculum vitae (CV)?
A curriculum vitae or CV documents the contact details, skills, experiences, qualifications and other important details a candidate needs to be considered for a professional role. Hiring managers and leaders use the to help them decide whether a candidate is a good fit for a role.
Steps for reviewing a CV
Here are five steps on how to read a CV and determine which applicants meet your selection criteria and are qualified for your open position.
1. Review the cover letter
Not all employers require a cover letter but even if you don’t ask for one, candidates may choose to include this document to further explain why they believe they’re the best fit for the role. A cover letter is often submitted as part of a job application.
A cover letter can not only clarify skills and experiences, but also give you an idea of a candidate’s level of confidence and self-awareness. It also helps you to gauge their interest in the opportunity and any background research they may have done before applying.
Cover letters also give you insights into their personality, which can help the recruiter or hiring manager better understand their fit for the role.
2. Perform a scan of the CV itself
Many companies now use an applicant tracking system (ATS) to scan CVs for relevant keywords and formatting before a human ever reviews them.
Not all ATSs can read every file type, so it can be important for candidates to use a compatible format, such as .docx, to ensure their CV is properly parsed.
Stay vigilant of grammar and spelling errors. This can help you identify whether a candidate pays attention to detail and knows how to present themselves professionally.
Consider checking that all contact details and other important details are complete and accurate.
Carefully review a candidate’s skills, experience and qualifications
Once you have ensured a candidate has provided all the right information, a second CV read-through allows you to examine specific elements more carefully.
First, consider the skills and qualifications and determine whether they are relevant to the job role you’re hoping to fill.
Compare their list of hard and soft skills to the job requirements and consider any gaps.
If the job role requires a skill the applicant hasn’t listed, make a note of this and, if you decide to pass them through to the next phase, you can ask them about their capabilities in that particular area.
For a deeper understanding of assessing competencies, consider how different competencies affect candidate selection. This can also be a good opportunity to identify any transferable soft skills.
Review technical skills carefully
Identify any technical skills that prove a candidate is able to communicate in a way that is clear and accessible to recruiters and hiring managers. A CV that demonstrates the candidate’s technical competence without excessive jargon might show that they can communicate well with different types of colleagues and potentially collaborate well.
Examine achievements
When reviewing a CV, identify clear evidence of achievements and success in previous jobs. Candidates can benefit from demonstrating their accomplishments by providing examples, such as exceeding targets, managing projects or receiving awards.
For example, a candidate might state, ‘Increased sales by 20% in six months’ to show measurable results. Including such examples helps managers, hiring managers and recruiters quickly assess the candidate’s impact and suitability.
Also, check that the CV lists recent experience and the most recent experience first to help potential employers and hiring managers to identify whether the candidate’s current skills clearly.
Check that job titles are highlighted and that work experience section is organised to highlight relevant jobs, including paid positions, volunteering and internships.
Identify evidence of their educational background
A comprehensive CV typically includes an education section, detailing education, qualifications and relevant coursework. Additional sections, such as research, publications or professional associations, can further demonstrate the candidate’s professional profile and involvement in their field.
This can be particularly important if you require a more academic CV for a position in a scientific or research field.
4. Thoroughly review previous employment
Next, address your applicant’s employment history. Consider job titles and primary duties and consider whether these experiences will help the candidate fulfil the responsibilities you’ve outlined in the job description.
Check work history is accurate
Also, carefully review dates of employment. Ensure that the correct date is included for each position to accurately reflect the candidate’s work timeline.
Make a note of any gaps in employment or short stints. Consider asking the candidate to expand or explain if you decide to move them on to the next round.
Additionally, note whether the applicant has been involved in extracurricular activities, such as participation in a sports team, as this can demonstrate valuable skills like teamwork and leadership.
Search for statements from your candidate confirming that they can provide ‘references available on request’. This may reassure you that a previous employer might be available to back up the work history claims that they have added to their CV.
5. Determine whether your applicant qualifies for the next phase
After you’ve read the cover letter, performed an initial CV scan and analysed skills, qualifications and employment history, it’s time to decide whether you want to move the applicant on to a phone screening or interview.
Consider cultural add
Alongside factors such as skills, experience and qualifications, think about whether the employee could be a good addition to your company culture. Use their personal interests section to determine whether they would connect well with the rest of your team.
If their CV does not include this section, identify what projects a candidate most enjoyed working on. Also, seek to learn about what industries the candidate has previous history working in, as this can also tell you more about their personal interests.
File other promising CVs away for future roles
If a candidate’s CV is strong, but it doesn’t fit the job role you’re hoping to fill, keep the CV on hand in case they may be a good fit for another opportunity in the future.
You can use these five steps to review a CV efficiently so you can quickly recognise which applicants might be a good addition to your organisation. Once you have achieved this, you can then move along to the next part of the recruitment process.
