Recruiting for new staff is not an easy job, especially when receiving a large number of CV. So what is the best way to go about shortlisting CVs?
Assessing a CV
Although most people are generally truthful when composing their CV, many are tempted to include a certain amount of “creative editing”. Someone who has exaggerated their skills and experience will waste your time but you wont know this from the CV – you have to have a conversation with them to find this out and you will have had to prepare the questions you are going to ask beforehand. Others may not expand enough on their current or past roles to truly know if they are a worthwhile candidate.
You need to check CVs twice, once to select interviewees, and the second time to draw up a list of questions.
Selecting Interview Candidates
Review the following information to consider whether to select a candidate for interview.
Looking at structure
Analysing the structure of a CV can tell you a lot about a candidate’s ability to organise and communicate a set of facts effectively. A well structured CV will be concise and normally no more than two pages in length. Usually it will contain educational and career histories in reverse chronological order to emphasize the candidate’s most recent activities. Relevant skills are often highlighted. However, there are many ways of presenting a CV and the most important factor to consider is whether a CV presents information in a logical and easily digestible form.
Reading Information
Once you have looked at the overall structure and style of a CV examine the information provided. Consider whether the applicant’s qualifications and work experience are relevant and meet the required levels you are seeking. Does the candidate have any other useful skills? Does the CV contain any background information that builds up a picture of the candidate’s personality? Can you get an idea of the speed and direction of their career progress?
Dealing with gaps and inconsistencies
Breaks in chronology and inconsistencies in the facts provided may be a result of a simple error. The may however, provide clues to a candidate’s attempt to falsify or hide certain information. You must therefore carefully examine the chronology and career achievements and ensure that all dates provided follow a logical sequence. Are there any periods of time unaccounted for? Do periods of employment overlap with periods of education?
Drawing together questions for Interview
If you do suspect the omission of negative facts the exaggeration of achievements, be prepared to give applicants the benefit of the doubt but compile a list of questions to help clarify inconsistencies.
- Do not over-quiz candidates in interview – don’t make them think you mistrust them.
- Don’t jump to conclusions
- Human error is possible so when you spot an inconsistency and challenge a candidate, do so with an open mind. Give them a chance to respond.
- Don’t try and read a CV in isolation – it should go hand in hand with a conversation with the candidate
Checklist for drawing up questions to ask an interviewee:
- Look for any gaps in the chronology of the CV
- Do they specify Months and Years or just Years for dates of employment (years may be used to hide gaps – ask for exact months)
- Were there gaps between jobs? – What did they do in those gaps
- Look for any inconsistencies in the facts provided
- Make sure dates of qualifications tally with time in education.
- Job titles are often used to inflate experience – are they consistent/reasonable?
- Estimate the average amount of time spent in each job – does it make sense?
- Has the candidate made logical career moves – why did they leave each job?
- Travelling: Do not just accept that they went travelling, ask them probing questions to judge their responses – why did they go, who with, where, what did they gain. Can they provide a personal reference to cover this period?
- Why are they leaving a job? – is it logical?
Possible CV Inconsistencies
The following examples show the types of irregularities that can be encountered when reviewing a CV thoroughly.
- Extending the amount of time a candidate has spent with a previous employer
People use this tactic to fill gaps in their CV or to avoid the impression that they find it hard to settle in any given role. - CV giving current job from eg July 2006 to present
This was accurate when they compiled the CV but by the time of the interview they had left the job. Check that they are currently employed – if not why did they leave? - Exaggerating qualifications
People are often found out when we ask for evidence of highest qualifications on employment and either cannot provide certificates or find that their GCSE in English was an E when they thought it was a C. If you will be employing someone on the basis of qualifications make sure you tell them this and that we will be asking for evidence. - Giving the impression that they were in education for longer than tey were
For example, they may say they have finished a college course when they actually dropped out half way through. This is becoming more common with modular courses which give interim results. Check that the result they are talking about is the final results – again make it clear we will ask for certificates and dates of attendance from the college.
Dropping out half way doesn’t always highlight an issue – but what did they do in the “gap”? Many people drop out for legitimate reasons such as family problems or the realisation the course was not for them. Again being open minded is the way to deal with this and find out the true reason.
Referencing and proof of qualifications
It is best practice to ask for evidence of academic qualifications and required employment references going back 5 years. At interview check with the candidate that they will be able to provide certificates and details of employers/education for that period.