Choosing candidates to interview can be a challenge, particularly when you have a popular role on offer and an abundance of applicants. There are a range of tips and tricks that can help you better understand your candidates and how they would suit your organization. From decoding CVs to discerning hidden talents, there are some key strategies that can help you shortlist a position successfully.
1. Understand their values and interests
One of the most important things to understand when you’re shortlisting candidates for your team is how to look for cultural fit. If you read a CV holistically you can usually gain a good understanding of a candidate’s hobbies and interests, how career driven they are, whether they have taken time away from work to travel overseas and so on. It’s also important to remember that a job application and CV will only tell you so much, so we can’t under-emphasize the value in making that initial phone call to candidate to talk about their background, skills, experience and career goals, and also gaining an understanding if they have a genuine interest in the specific role they have applied for.
2. Know the red flags
There are a range of things to look out for when assessing your candidates and looking over their CVs and applications. It’s important to be discerning when reading resumes, taking note of any missing information or gaps. Significant gaps in employment are a reason for concern, and raises the question of how the candidate could afford to live over that period. Understanding why they left their last job or why they want to leave their current job is also important as this can show you how well they work in a team, or how they don’t. Job hopping without legitimate reasons can suggest a lack of commitment, or a lack of specific career goals.
3. Understand their work experience and job roles
Usually when reviewing job applications and CVs we are on the lookout for career progression over time. This doesn’t necessarily mean changing jobs or organsiations, however it is a good sign if a candidate is taking on additional responsibilities, putting their hand up for promotions, or acting in leadership opportunities when managers are away. This shows that the candidate has natural leadership ability, and is most likely a high performer, rather than someone who plods along in their role.
In summary, shortlisting takes a good eye, sound judgement, and plenty of practice. By incorporating the strategies we have outlined here, you can not only identify the best-suited candidates for your vacancy; you can build a highly skilled team that aligns with your values and can drive your organization forward.
