Looking to hire top tech talent at scale? With the right tactics in place, you can attract top talent to your organization without compromise.
Believe it or not, resumé screening is still considered the most time-consuming part of recruiting. Screening resumés is estimated to take up to 23 hours per hire (Ideal). When choosing the best candidates to interview, the first port of call is to review their CVs. CVs have been the cornerstones of job applications, but when you have received a bulk of applications for a post, this can be a heavy task.
Tech Recruitment Tips To Get You Started
To help you ease this tedious task while recruiting, we have listed down a few tips on how to find the right talent from CVs:
1. Identify Those Who Aren’t Qualified
It’s almost inevitable that you will receive many job applications from people who aren’t even qualified for the position. You might attract over 250 CVs, and from that large pool, only a handful will make it through the interview stage. A great way to identify the candidates who aren’t qualified for your post is by creating a CV checklist of the absolute minimum requirements needed.
Hire people with the right attitude. No matter how talented and exceptionally bright the people you hire are, they will create value for you if they fit right into your organization’s culture.
2. Keyword-Based Search
A keyword-based search is likely to scoop out the top tech talent. Hiring managers spend most of their time reviewing the resumés identifying keywords that match the job description. In this way, you can undoubtedly narrow down your options.
While advertising for a job, outline what you want from the applicant. This may include team leadership skills, time management, excellent work ethic, creative thinking, etc.
3. Education
Most of jobs these days require a minimum level of education, and as getting a college or a university degree becomes more and more common these days, education plays a key role in CVs. For those candidates with little work experience, you may have to stress more about their education.
Therefore, think about what your organization is actively looking for. This will help you determine from the candidate’s CV whether they have what it takes to ace the job.
4. Evidence of Achievements
During the tech recruitment process, achievements also play a crucial role in getting the right talent for your organization. For instance, if someone outlines that they have undertaken safety training courses in their CV, ask for substantial certificates that prove their accuracy.
Check for the year of their certification and where they received it, as it helps prove their accuracy and credibility. By this, you can get more idea of whether they are a suitable candidate or have just got their skill in creating a standout CV.
5. Work Experiences
Knowing the candidate’s previous work experiences helps you get the best candidate out of the bulk of applications you have received. A candidate’s work experience might even match the current position, which tells you they are familiar with the work and will easily slip into the role.
Some things to look for in this category are accomplishments and signs of career progression. It also helps you find the ones with job hoppings every few months, which you can turn down immediately. Career changes can be brilliant, but too many suggest a lack of commitment or impulsiveness that you may want to avoid.
6. Skills, Knowledge, and Competencies
As a recruiter or a hiring manager, you will often be faced with the choice of whether the skills or knowledge match your job description or not. Therefore, the candidate’s skills, knowledge, and competencies are crucial to look for in a resume that will help you with your choice.
The best applicant for the job may be someone who outlines that they have what you are looking for and back it up with additional skills. This can be made simple by looking for relevant keywords on their CVs.
7. Watch Out For Errors
Poor attention to detail is a major red flag to look out for when reviewing candidates’ CVs. Avoid the candidates’ CVs with poor grammar, typos, and other mistakes. After all, this indicates that they haven’t bothered to proofread their CV and clearly shows their laziness.
Also, watch out for inconsistent fonts, poor structure, and an overall unprofessional feel. These clearly will indicate that your candidate isn’t taking the role seriously.
8. Progressions
Internal promotions on the CV are the biggest sign that a candidate will be a vital element in your organization. It reveals one’s professional growth and proves they are a competitive candidate for future positions.
Look out for CVs that outline key responsibilities a candidate has shown in each position and how they have contributed to their overall career. In addition, each job title should give the employer a taste of the candidate’s experience over time.
9. References
Everything written on your job applicant’s CV may be right, but having someone reiterate or confirm their statements can certainly offer confidence that you are onboarding the right hire.
Another excellent way to narrow down your candidate options and make the search less stressful is by ensuring each one has at least two references; one from their recent employer can make some applicants stand out from the rest.
Get Help with CodeQuotient
We hope these ideas have helped you understand how to scan the right talent from the CVs. Contact us to learn more about how CodeQuotient can help you find the right talent for your organization.
