An Employer’s Guide to Evaluating Job Applications

Ask any successful recruiter and they will tell you that a good recruitment strategy is multi-faceted.? A common misconception is that you will ‘know it when you see it’.? Going with your ‘gut’ may have steered you on the right path in the past, but in today’s recruitment landscape, particularly with the introduction of AI, there is an increased necessity to drive a robust process.? When evaluating applications prior to interview, it is not so easy spotting the fakes from the genuine.? Here are a few tips to assist you with navigating this new landscape.?

Who are you looking for?

The process of evaluating job applications starts before the first application is even received.? No component of the selection process is as critical as getting a precise idea of what you are actually looking for (William S. Swan ‘How to Pick the Right People’).? Being able to clearly articulate this, not only provides clarity to candidates, but also assists you, as the employer, to focus your attraction strategy, application screening, interviewing and referencing processes.?

You can start with the traditional job description, however, 95% of all job descriptions prevent companies from hiring the best and most diverse talent (Lou Adler).? Visualising the ideal employee for the role goes far beyond technical skills, experience and education.? Gaining input from supervisors, peers, subordinates, and customers can give you a leading edge.? Asking these questions challenges the status quo;

• What will this person have achieved in 12 months for you to consider them a successful hire?
• What have the best people in this role done differently to the average performers?
• What is the biggest challenge for someone stepping into this role?
• Are there internal environmental factors the new hire will have to navigate to be successful?
• Will the needs of the business/role be different after the first 12 months?

Review the information collected and create a compelling performance based Job Description and Selection Criteria that focuses on what someone needs to DO, rather than what they HAVE to be a success in the position.?

Create your attraction strategy

You need to be fishing in the right ponds and your Selection Criteria will? assist you to invest your time, energy and recruitment budget in the right places.? Is there a specialist recruiter who can tap into the market effectively?? Are there industry bodies or universities where you can source quality candidates??

NOTE:? One person is unlikely to possess ALL requirements in your Selection Criteria, however, having a point of reference enables you to assess candidates on their merits and compare applications fairly.

Evaluation of Applications

Using your Selection Criteria as the template, review the candidate’s cover letter, resume, emails, DM’s and phone calls to start building a picture of the person.? Below are some of our key tips add value to the application evaluation process;

(1)?? Cover Letter

Ask for a cover letter.? Whilst time consuming to review, cover letters provide a great insight into the applicant’s ability to write a compelling argument as to why they should be hired. You can also ask candidates to address a specific question in their cover letter.? This is a hidden test of attention to detail assessing their interest in the position.? Other considerations to look for in the cover letter;?

·??????? Acknowledgment of the job for which they are applying

·??????? Addressed to the hiring manager

·??????? Mention of your company and why they want to work for you

·??????? How they have explained their experience aligned to the requirements of the job

·??????? Spelling and grammatical errors

NOTE:? If you have requested a cover letter and one is not provided, don’t be too hasty in rejecting the application altogether.? We suggest reviewing the resume at the very least.? People do make mistakes, and you could dismiss the most suitable candidate.? If you do progress with their application, raise this in screening – their reasoning could provide great insight into their values and behaviours.

(2)?? Resume

Modern recruitment technology can provide AI assisted screening and short-listing of applications you receive.? Whilst this can save you time, be careful relying solely on this.? Not every applicant will use the same language.? Many candidates also do not add everything to their resume, and you may need cover this with them verbally.? Key areas to look out for;?

·??????? Unexplained gaps in employment

·??????? Tenure of positions.? Beware of resumes with no employment dates!

·??????? Education

·??????? Technical skills

·??????? Job titles aligned to your job

·??????? Duties are succinct and aligned to requirements of your position.? Also note if the duties are different for each job or repeated.

·??????? Special projects and achievements are detailed

(3)?? Application Forms/Screening Questions

How many hoops do you have applicant jump through prior to interview?? Opinions are divided.? Some argue that making the process challenging might deter potential candidates, while others believe it essential for filtering out unsuitable applicants.? The answer lies somewhere in the middle.? A couple of quick “knock out’ questions is not onerous for the applicant, but saves your time eliminating the need to screen and interview inappropriate candidates.? Examples of such questions may include;

·??????? Entitlement to work without restrictions in Australia

·??????? Qualifications that are mandatory

·??????? Availability if hiring part time or set days/times of work

·??????? Technical skills that are mandatory

(4)?? Direct Message & Phone Call

Making contact with the candidates before the interview offers valuable insights into their communication skills and interest in the job.? While some candidates apply to only a few jobs others apply to many.? If the candidate is able to recall the job (even after prompting), it indicates genuine interest.

Address key requirements early on, such as job location, accessibility and salary as these can be deal breakers.? Then move on to questions that assess their experience aligned to the job.? Follow this up with their reasons for leaving positions.? Look for patterns such as conflicts or career progression.? Always probe further when the response is ‘time for a change’ as there is usually a catalyst for this decision.? This line of questioning helps you understand what is important to the individual, painting a picture of their potential suitability.?

Every point of interaction provides a different lens through which you can assess applications and potential cultural fit. When combined, these insights offer a comprehensive view of a candidate’s personality and values and how they align with the organisation, leading to better long-term success and employee satisfaction.?

Please reach out if you’re ready to focus on cultural fit and a balanced evaluation process to attract and build a team that thrives.

Further information available on our website;

Culture fit recruitment checklist

Outside the job description

Understanding the true cost of a mi-hire

Alexandra Monks

Carroll Consulting Group

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