The dos and don’ts of selecting a shortlist and sifting CVs
Our recruitment expert Margaret Keane on the sometimes overwhelming task of sifting CVs and what you can do to make the process easier and more effective.
Okay, now you’ve got a pile of applications for your vacancy. So what do you do next? I’m going to walk you through the process of setting up systems, sifting through CVs and shortlisting candidates, remembering that we must not lose sight of how vital communication and brand image are to the process.
Setting up systems to use technology or not?
The size of your organisation will often dictate whether you manage the process manually or embrace technology. A recruitment management system or applicant tracking system that is simple to use and has adequate functionality can be a great asset to speed up and automate the recruitment process, therefore requiring less admin and reducing costs. Choose a system that works for you. Ideally, it needs to be quick, easy-to-use and value for money. If the practicalities or affordability mean that a system is out of the question, then setting up spreadsheets with standard emails will be the way to go.
Despite the necessity of technology to make the process of recruitment manageable for large organisations or those with regular recruitment needs, it is vital that technology embraces all that is good about the human touch? in the process. Ultimately, you want to reflect the image of a caring organisation that really wants to engage with its employees in a very human way and is not faceless and cold. It is vital that the entire process creates a good impression that uses your employee brand to the maximum positive effect.
How to shortlist
You may be faced with just a handful of CVs, or there could be hundreds depending upon the type of role advertised, where it is advertised, the location of the role, your brand image and company, and the pay and benefits offered. If you are using technology to help you, it may well have automatic shortlisting functionality to help make your job easier. If not, then you need to do this yourself. Follow this system to ensure the process is fair and yields results that will work for you.
(1) Log all applications, either manually on a spreadsheet or on your technology if this process is not automatic for you
(2) Go through the Job Description and Job Specification if you have a separate one and list the essential criteria and the desirable criteria for the role
(3) If applicants do not meet the essential criteria mark them as a regret? and make a note on your spreadsheet or system if this is not done automatically for you
(4) Go through the remaining CVs and score them against the essential criteria, disregarding any where attention to detail, grammar, spelling, etc., do not measure up to the requirements for the role
(5) CVs can now be ranked in order of suitability
(6) Go through this ranked order and look at the desirable criteria and re-rank considering essential with desirable criteria. Regret? any that do not fit.
(7) It is helpful if you know how many applicants you would ideally like to interview. If you have too many to interview then just take the highest ranking candidates for essential and desirable criteria that fit against the number of applicants you want to interview.
(8) Ensure all applicants get a response, even if it is just an automated email. Remember the importance of your brand reputation.
Margaret Keane is the managing director of Outsourcing HR, an HR consultancy that helps businesses succeed by providing practical, cost-effective human resources management and recruitment services. In addition to being an experienced HR professional, Margaret has a successful track record in general management roles. As a result, Margaret is focused on ensuring that HR contributes to the bottom line.
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