Why skills, experience and behaviour beat CV overload, every time

For some when it comes to the hiring game, quantity is seen as a positive.??

When you’ve worked on a job description, sent it out to the usual suspects and subsequently received an influx of CVs, you may end up already thinking “Great! There will certainly be the right candidate in that stack”.

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However, it’s easy to become disillusioned when trawling through hundreds of CVs, difficult to differentiate the wheat from the chaff, the good from the bad or if there’s enough of them, the good from the very, very good.?

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For a company who are looking for a specialist, niche role to be filled, it’s understandable to want a bigger pool to work from. It makes sense, right?

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But I call this CV OVERLOAD. ??

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What you need is someone? to look for a candidate carefully and with laser-sharp precision.

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With a recession looming, companies are under immense pressure to deliver more for less. It can be tempting to sacrifice candidate evaluation for the sake of speed, but you should be aware that the consequences of doing so are likely to come back to haunt you!??

Assessing candidates for their skills, experience and behaviour in 2023 instead of just scanning their CV using automatic technology is going to be critical for successful recruitment.?

So what are the benefits of looking at skills, behaviour and experiences as opposed to a one-page CV when recruiting for a role?

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General Skills ??

You might be shocked at the difference we as recruiters sometimes see in the candidate as they are presented on their CV and the candidate that we meet. It’s essential to be sure that the candidate has a good grasp on skills like reasoning, conscientiousness, time awareness – these can be determined with behavioural testing in a way that a CV or a first interview cannot.?

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Removing Unconscious Bias ??

Unconscious bias could be at play in your hiring process, at the detriment of your organisation. It is better for business to have a culturally diverse workplace, unconscious bias, if not checked, could mean your hiring manager is rejecting candidates who would excel and add value to your organisation – behavioural and personality testing eliminates this problem.

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Money-Saving ??

A wrong hire can be extremely expensive. If you’re sure about a candidate because you’ve had a specialist recruiter thoroughly assess their skills, behaviour and experience, rather than scanning a CV, it’s much more likely you’ll ultimately make the right choice.??

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I love using well-known behavioural tests to assess a candidate’s suitability for a role. Behavioural skills are abilities someone has that influence how they interact with other people and how they respond to certain situations. They direct aspects of behaviour, such as emotional responses, how they think about things, their capacity to socialise and their actions and reactions.?

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These tests are so much more useful for employers and their recruiting partners in determining more about a candidate than what their CV can provide.?

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This is why assessing skills, experience and behaviour beats CV overload, every time.

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Assessing candidates against a role profile that includes behaviour or aptitude can accelerate hiring decisions, leading to improved recruitment outcomes - I can help you there.

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Let me know if you’d like to hop on a call!

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See you next week.

Howard