The Secrets to Screening Candidates

By: Alex Morrison 05-04-2016 12:15 PM
Categories: ** HR Analysis, ** HR Trends in Recruitment,


The first step in screening applicants is a CV. The second step is having your qualified candidates fill out an application form when they come in for an interview. It is important to have the form ready before you begin the interview process. Make sure you know the guidelines regarding questions you can and cannot ask.

When screening CVs, it helps to have the job description and specifications in front of you so you can keep the qualities and skills being looked for clearly in mind. Evaluating CVs is a subjective process, because there is no standard CV. However, there are certain things that you should expect to find—the candidates name, address, and telephone number at the top, and a brief summary of employment and educational experience, including dates.

The two things you should be looking out for above all are the neatness and the professionalism of the CV. If you find many typos or a badly formatted CV, it shows that the candidate is not prepared to put his or her best foot forward during this crucial stage of the game.

It is also a good idea to try to determine the person's career patterns. Look for steady progress and promotions in past jobs. Also look for stability in terms of length of employment. Be aware of how economic conditions can affect a person's resume. During a climate of frequent corporate downsizing, for example, a series of lateral career moves may signal that a person is a survivor. This also shows that the person is interested in growing and willing to take on new responsibilities, even when there is no corresponding increase in pay or status.

However, it is easy for people to embellish their CV with a larger-than-life attitude. Therefore, it is a good idea to have candidates fill out a job application, by mail or in person, and then compare it to their CV. The application should ask for specific information such as name, address and phone number; educational background; work experience that includes salary levels; awards or honours; whether the applicant can work fulltime or part-time, as well as available hours; and any special skills relevant to the job (foreign languages, familiarity with software programs, etc.).

Be sure to ask for names and phone numbers of former supervisors so you can check for references; if the candidate is currently employed, ask whether it would be a problem to contact their current place of employment.

Just because a resume or a job application form has a few gaps in it does not mean you should overlook it entirely. You could be making a big mistake. Stay focused on the skills and value the job applicant could bring to your company, and try to find out how deep their motivation runs. Even a candidate without the level of experience you are looking for can be a massive boon to your staff if such a person is a quick learner, or highly motivated to go the extra mile.

React

CAPTCHA ImageReload captchaPlay captcha

Our Career programs assist you to Get hired

For an expat moving to the Netherlands, getting the right direction is very important. It's important that one knows which steps and direction to take. Linda is an exceptionally talent counselor, her advice has helped me land a job within a week of coming to the Netherlands. I am grateful for her mentoring and look forward to a great working relationship in the future.

Dr. Hrishiraj S | Clinical Research & Affairs Manager

Together Abroad provided expert advice on personal branding including developing a top-notch, market-aware CV, highly tailored job applications, and approach strategies with potential employers in the Netherlands. Furthermore, I found them be highly knowledgeable in key related fields such as recruitment strategy, immigration law, contracts, labor agreements, and (un)employment benefits. I would recommend Together Abroad to anyone who needs professional help with transitioning to a new career.

A. Aboufirass | Structural Engeer

Linda is a big mind. She thinks about things that the rest normally overlook. The insight she has about the dutch job market can only be achieved through years of experience and persistence.

Her business savvy is complemented by her mastery of understanding the client's needs and requirements. For my career I could say, she was the “Mary Poppins”, who guided me through thick and thin and helped me to land a career in the Netherlands

S. Bhattacharjee | FP&A Manager

If you are going to enlist the services of a "Career Coach" look no further. The only person you want in your corner is Linda van Orsouw. As an expat, you absolutely want to work with a highly skilled and knowledgeable professional who knows their way around the Dutch career/employment/job market. Linda assisted me in writing and positioning my CV, helped me organize and prioritize my list of opportunities, coached me through mock interviews and was there when I got offered a senior position only 2 months later. When asked I will only refer to Linda and "Togetherabroad".

Mr. C. Joubert
Lead Workplace Strategy Consultant 

 

New item