“Reviews CV” is the process of analyzing, filtering information in the resume to determine the level of fit with the job requirements and corporate environment. When done effectively, step this review not only shorten the time of recruitment but also improve the quality of candidates, their experience with employer branding.
As practice shows, many businesses are faced with challenges such as: take too much time screening resumes, omissions potential candidates or recruiting the wrong people, wasting the budget affect business performance. The cause is mainly derived from the assessment of CV lack of clear criteria, depends too much on the emotional or hasn tools app reviews CV accordingly.
So the essence of “reviews CV” is what criteria should be prioritized and business should choose any method to achieve maximum efficiency? Follow this article Lac Viet SureHCS will help you detailed answers to these questions.
1. Reviews cv what is?
Reviews CV is the screening process analysis, make a decision about the appropriate level of a candidate based on the information in the resume, including education level, experience, skills, personal achievements and career-oriented. This is the first step in the recruitment process takes place before the employer decide whether to invite a candidate to interview or not.
Depending on the scale, internal processes, this activity can be done manually (by the recruiting department or manager directly read scoring record) or app intelligent technologies such as AI reviews CV to automate the analysis of content to rank candidates.
For example, A business recruiter position Marketing Staff can assess the CV based on the appropriate level of experience in the industry, achievement in media campaigns have made and the skills to use tools and analyze data such as Google Analytics.
The assessment of CV effectively brought much practical value to business, in particular:
- Determine the level of compliance with the requirements (JD – Job Description): At each location requires skill, experience, and certain mindset. Reviews CV help identify applicants who meet the basic requirements to advance to the interview round.
- Predict the potential for development of candidates: in Addition to experience, the factors such as project each participant, the ability to learn or progressive spirit also can be expressed by CV. This is the basis for business select is suitable not only current but also be able to stick long-term.
The risk of hiring the wrong person, the wrong position: Hiring the wrong can make business costs of re-training, influence job performance or reduce the spirit of the team. A system of criteria for evaluating CV will clearly help minimize flaws ensure quality of input.
2. The criteria for evaluating CV recruit candidates effectively
The assessment of CV can not based on emotion or subjective experience, especially when business need to process hundreds of records in a short time. A system of criteria for evaluating CV clear logic will help standardize the process of selection from which to increase effective recruitment and reduce errors.
Below are the core criteria that organizations, businesses should use in the process of evaluating candidate profile.
2.1 qualification academic skills related
The first element to be considered is the academic background and professional skills that are directly related to vacancies. However, the degree is not the determining factor but it provides insight into the level of access background knowledge of candidates.
For example: An accounting position requires understanding the standard of tax law, accounting software. If CV is the certified ACCA or use skills software proficiency is a huge plus point.
Business get nothing? Determine early level compatible with job requirements, saving time candidates not enough standard input.
2.2 work experience related
Don't just stop at the number of years of experience, employers need to pay attention to the level of fit between the experience of previous work with open positions. A candidate with 3 years working properly specialized, usually more valuable than people who have 5 years left the industry.
In addition, the depth shown through the levels involved in the work, responsibility holdings and the ability to deploy independently or as a group.
For example: Two candidates together ever done in place Digital Marketing, but a person just listed “run ads Facebook”, who left a detailed description: “planning to deploy 15 campaign, Facebook Ads, the total budget 200 million, the conversion rate on average 5.2 percent”. With the same content, CV Monday be persuasive, capacity, expressed more clearly.
2.3 achievement project prominently expressed capacity
One of the assessment tools CV effective is to analyze the numbers or specific projects that you have done. This information shows the results of real output rather than just the task description. Businesses can quickly detect candidates are thinking forward to the result (result-oriented), which is very important in the competitive environment today.
For example, The record “revenue Growth of the Central region, 30% in 6 months” or “design, operate ERP system for internal company-wide in 4 months” will create a clear impression of power.
2.4 cultural conformity-oriented development
A CV not only skills but also indirectly reflects the personality, career-oriented. For example: candidates worked in environments adapted well to the fast paced multitasking; or the candidate has duration long-term commitment to an organization, is loyal and stable.
Today, many businesses still app AI reviews CV to analyze the signals of personality, logical thinking, flexibility... from the language used in CV.
2.5 consistency, clear and professional presentation
A CV presents clutter, misspelled, the contradiction between the timelines are warning signs apparent on careful and communication skills, in writing of the candidate.
With the support of the assessment tool CV currently, employers can automatically detect grammatical errors, logical errors in timelines or inconsistencies in the presentation. These tools, when combined with AI reviews CV, that will create the filter system, warning the high profile right from the first step. Help minimize the risk of recruitment from candidates who lack basic skills to ensure professional standards for the organization.
A review process CV efficiency can not lack of evaluation criteria are clearly implemented on each vacancy will help enterprises shorten the duration of screening improve the quality of input. Instead of just “skim” CV, business needs “read right” – the right capacity, the right value, the right potential candidates.
3. Process reviews CV candidates, professional and efficient
Here are detailed instructions step by step evaluation of candidates through criteria set available, to help businesses quickly identify potential candidates that don't take too much time.
3.1 fast Scan CV to determine the suitability original (Under 30 seconds)
A professional, seasoned recruitment experience can determine the CV is suitable or not only in 6 – 30 seconds. Upon receiving a CV, instead of reading the entire content from the beginning, let's start by a quick scan to determine the criteria for evaluating CV core.
When fast scan CV, let's focus on 3 main factors:
- Location name last job – relevant to the position being recruited not?
- Years of experience – Meet the minimum requirements of the business?
- Keywords important – There appeared the professional skills important in JD?
In addition, businesses can use the tool ATS as LV SureHCS Hiring to automatically scan the CV according to the keyword filter and remove the profile do not meet basic requirements.
3.2 review Cover Letter (If available)
Although not well enterprises required Cover Letter, but if candidates attach this document, this may be the criteria for evaluating CV useful to measure the level of serious, consistent with their vacancies.
A letter of application is invested carefully not only help employers understand more about the abilities of candidates, but also reveal the level of real interest for their work. When reading the letter an employment application, please note:
- Applicants are really interested in the company or just send batch CV according to the samples?
- The wording there is professional and consistent with the corporate culture?
- The candidate has given convincing reasons about whether they fit with this position does not?
A Cover Letter is thoroughly invested express the seriousness of candidates and can be big plus point when evaluating.
3.3 test experience & professional skills
One of the common mistakes that many businesses encounter is recruiting candidates only based on job title in CV, which is not really in-depth assessment of criteria for evaluating CV as your experience, skills and the value they can bring.
A good CV is not only list the work that must be shown the value that you have created in the previous location. Employers need to carefully read each section, juxtaposed with JD to ensure the selection of candidates with potential long-term contribution to the business.
- Work experience relevant: The positions he has held are consistent with current affairs? The promotion or not?
- Achievements specific: Candidates can show the results by figures not? For example, “Increased sales by 30% in 6 months” much better than “sales experience”.
- Key skills: CV refers to the skills, expertise and soft skills required? (E.G., leadership skills, communication, team work, using specialized software...)
3.4 historical analysis work & reliability of the information
A lot of employers each encounter situations that candidates have impressive records, but the reality does not meet the job requirements. The cause can come from the candidates exaggerated skills, conceal stages unemployed or even given information is not honest.
If not detected in time, businesses can recruit the wrong person and take more time to handle the consequences. So how to accurately assess the work history the reliability of candidate? Below are the criteria for evaluating CV critical that employers can't ignore.
- If the candidate has the holiday period the length but not clearly explained, employers need to ask in the interview.
- If candidates change jobs constantly for 1-2 years, to consider the reason they couldn't have long term commitment with the company.
- CV conflict with LinkedIn or other application different?
- Signs copy CV word templates are available on the network?
If you see signs of unusual, employers should verify skills through interviews or references from former employers.
3.5 test your personalization in CV
A CV is personalized according to the position applied for to see candidates who have researched the company and work from there adjust the content to highlight the strengths fit. In contrast, a CV general lack of investment may be a sign of a lack of serious or are just looking for temporary work.
The candidate is really interested in the work will tweak your CV to fit the job position, instead send your CV series without correction. A CV can calculate the personalization will be:
- Career goals in accordance with company
- Emphasis on skills & experience related to the position
- Language and style is fit with corporate culture
3.6 decision: remove or take to the next round?
After screening CV, businesses will be faced with important questions: Applicants who deserve to step into the next round? This is the stage requires the careful, because the wrong choice can lead to lost time, cost of recruiting high-risk as to the quality of personnel.
To optimize this process, recruiters need to have a system classification of clear, help guide decisions quickly and accurately. Instead of taking hours to weigh each profile, businesses can apply the approach to divide the evaluation criteria CV into 3 main groups.
- Potential team – Meet the full requirements, in accordance with position → Invited for an interview
- The group should consider – has Not fully met, but have the potential → Weigh interview more
- Group remove – does Not meet criteria, the information is not honest or does not fit the company culture
4. The support tool reviews CV professional recruitment
The screening rate CV can become “the cork in a bottle” if the business is not supported by the appropriate tools. In the environment, recruitment and modern, the application software not only helps save time but also improve the accuracy, consistency according to the evaluation criteria CV has been standardized. Here are three team assessment tool CV popular, being more organized trusted.
4.1 System, ATS (Applicant Tracking System)
ATS system is system software designed to manage the entire recruitment process from posting recruitment, receiving profile to filter and rank CV. This is a tool reviews CV platform fits most businesses today.
Main functions include:
- Automatically collect storage CV from the channel recruitment
- Keyword analysis, collated with the job description (JD)
- Rating profile according to the matching criteria were set
- Label or classify applicants to easily handle by group
Practical example: A business hiring 20 employees business in 2 weeks can use the system as SureHCS Hiring or Workable to screening hundreds of resumes sent. The system will automatically pick out the top 50 records reach the appropriate highest based on the criteria for evaluating the CV previously installed.
Benefits:
- Save considerable time for recruiting department
- Guaranteed rate consistency, reduce errors due to emotional
- Speed feedback candidates, raising experience candidates
4.2 tools AI content rating CV
Different from ATS only based on the keywords, the tool AI reviews CV has the ability to understand content and context in the candidate profile. By app processing technology of natural language (NLP), AI system can:
- Reading comprehension semantic CV, no need to depend on the exact keyword
- Analysis of the appropriate level comprehensive, including soft skills, presentation style signs and logical thinking
- Compare multiple candidates according to the criteria quantitative create scores or rankings easy-to-follow
The background, typical:
- Rezi: optimized CV according to JD and rate the joints content
- Skillate: predict the likelihood of success in job roles based on historical candidates
- HireVue AI: analyze video interviews, match reviews CV to create a comprehensive view of the candidate
Practical value for business:
- The quality of the input increases markedly due to AI to help detect candidates have the capacity but not well represented by simple keywords
- Minimize risks omission in the record of special value to the position whose peculiarities high
- Limited bias personal thanks to scoring is based on objective data
4.3 System management, recruiting, integrated (All-in-one)
If the business needs a total solution, not just stop at the reviews CV then management system recruitment integration will be the right choice. This is a tool reviews CV combined with features such as:
- Manager job description (JD) and defined criteria for evaluating each position
- Automatic analysis, CV, tied score or rate the fit
- Monitor pipeline candidate status, each record from the get – reviews – interviews – get to work
- Reporting, data analysis, recruitment to process improvement
Example: The software SureHCS Hiring and built-in ATS, AI and system administrator job hr input. When receiving a CV, the system will automatically analyze and compare with JD, ready-made classification of records according to levels suitable suggestions for employers next action.
Comprehensive benefits for business:
- Shorten the time of recruitment on average, 30-50%
- Easily manage multiple locations at the same time, especially in the recruitment campaign, large-scale
- Improve the quality of recruitment, thanks to the overall look of the effect each channel, each stage
Tool reviews CV no longer is the choice that is the leverage required if businesses want to build a recruitment process effective professional. Choosing between system ATS AI engine reviews CV or platform integrated depends on recruiting goals and available resources. Whether at any level, core values, business need to achieve is: to recruit the right people – the right capacity – the right time with the most optimal cost.
5. LV SureHCS Hiring – support tool reviews CV candidates according to criteria
The assessment of CV candidates has never been an easy task, especially when the number of records more and more, but the quality is uneven. So how to optimize the evaluation process, CV, ensure the choice of the candidate quality most quickly, exactly?
According to a survey by Glassdoor, the recruitment market in the world and Vietnam are major fluctuations:
- 68,66% business complains that the candidate does not meet the requirements.
- 18,67% business struggled to find the right person though recruitment needs increase.
- The rate of recruitment through the training school only reach 1-2%shows large gap between training and practical business.
If businesses are still struggling between the CV does not fit, the recruitment process dragged or new employees leave during onboarding, the time has come you need a solution to recruit smart, more comprehensive.
LV SureHCS Hiring – System recruitment management technology integrated smart AI
- Technology LV AI Resume dissection of the entire data every format CV file – every language put into the software to create candidate profile electronically.
- Search series CV request takes only a few seconds by depth filters by keywords, 't need standards.
- Automatically transfer the record candidates at system recruitment management.
- Mining Candidate Pool through AI assistant depth to quickly find suitable candidates (support the Prompt to the query fast and right).
- Construction brand recruitment professional with your work information, service portal candidates separately.
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Ward 8, Phu Nhuan District, ho chi minh CITY.CITY
LV SureHCS Hiring is recruitment system smart app technology, AI and automation to help businesses simplify the recruitment process, from screening according to the criteria for evaluating CV to the integration of new employees.
- Technology AI dissection whole data, any format CV file – every language put into the software to create candidate profile electronic
- Search series CV on request only take a few seconds by depth filters by keywords, 't need standards
- Store the result in the filter into the Candidate Pool (source potential candidates)
- Intensive exploitation Candidate Pool through the AI assistant to quickly find suitable candidates (support the Prompt to the query fast and right)
Identifying evaluation criteria CV obviously, suitable not only help employers select candidates quickly but also improve the efficiency of recruitment, ensuring the right people in the right position. From professional skills and work experience to fit with corporate culture – each element plays an important role in the final decision. Solution LV SureHCS Hiring help automate the screening criteria available, reduce errors, save time and increase accuracy.
CONTACT INFORMATION:
- Solutions talent management & Human resources comprehensive LV SureHCS
- Hotline: 0901 555 063 | (+84.28) 3842 3333
- Email: [email protected] – Website: https://www.surehcs.com/
- Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, ho chi minh CITY. Ho Chi Minh
Related questions
1. Criteria for evaluating candidates, what is?
Criteria for evaluating candidates is the set of factors are now used to determine the appropriate level of candidates with vacancies. These criteria typically include:
- Professional capacity: The level of education, professional skills, work experience related to vacancies.
- Soft skills: Communication skills, team work, problem solving, critical thinking, adaptability and creativity.
- Personal qualities: Work attitude, responsibility, honesty, initiative, ability to learn.
- The level of fit with corporate culture: Candidates have integration are with the work environment, core values and style of management of the organization does not.
- Career goals: Expectations, personal development orientation are consistent with long-term plans of the business.
- Factors peculiar (if available): Foreign language, certificate, knowledge of particular branches or the ability to work in high pressure environment.
Identifying clear criteria to help businesses to recruit the right people for the right work to reduce the incidence of quitting after the trial.
2. Reviews CV by AI is what?
Reviews CV by AI (artificial intelligence) is the process of using software or automated system to analyze the ranking of candidates based on the criteria that had been set up. ANYONE can:
- Scan to extract information from CV, such as education level, skills, work experience, language, certificate...
- Compare the data record with the job requirements from that assess the degree of suitability of each candidate.
- Ranking of candidates by scorehelp recruiters quickly identify groups of potential applicants.
- Analysis of the keyword/ content to detect the striking skills or gaps in experience.
- Removing the personal opinion in the process of preliminary screening to ensure process by more objective.
AI saves processing time record, especially when there are hundreds to thousands of CV sent about the same time at the same time increase the accuracy and efficiency for the recruiting department.
