First-time managers and how they should evaluate applicants’ CVs

First-time managers play a critical role in the hiring process as they evaluate applicants’ CVs to identify potential candidates who are a good fit for the team and the organization. Here’s a step-by-step guide on how first-time managers should go through an applicant’s CV:

1. Review the Job Description: Start by thoroughly understanding the job description and the requirements for the position you’re hiring for. This will give you a clear idea of the skills, qualifications, and experience you’re looking for in an applicant.
2. Skim the CV: Begin by quickly scanning the CV to get an overall sense of the candidate’s background, education, and work experience. This initial scan helps you form a preliminary impression.
3. Focus on Key Sections: Pay close attention to the following sections of the CV:
   • Summary/Objective: This provides a brief overview of the candidate’s career goals and what they can offer to the organization.
   • Work Experience: Review the candidate’s work history, paying attention to job titles, company names, dates of employment, and key responsibilities. Look for relevant experience that matches the job description.
   • Education: Verify the candidate’s educational background, including degrees earned and institutions attended.
   • Skills: Take note of technical, soft, and transferable skills that align with the job requirements.
4. Assess Relevance: Evaluate whether the candidate’s qualifications and experience align with the job requirements. Focus on skills and experience directly related to the position, as well as any relevant accomplishments.
5. Look for Progression: Analyze the candidate’s career progression and growth over time. Does their work history show a consistent upward trajectory in terms of responsibilities and roles? This can indicate adaptability and ambition.
6. Quantifiable Achievements: Pay attention to any quantifiable achievements the candidate has listed, such as exceeding sales targets, improving processes, or leading successful projects. These achievements can demonstrate the candidate’s impact in previous roles.
7. Check for Gaps and Consistency: Look for gaps in the candidate’s work history. While occasional gaps can be explained, consistent gaps might raise questions. Also, verify that the information provided is consistent across different sections of the CV.
8. Assess Soft Skills: While harder to evaluate from a CV, try to infer the candidate’s soft skills, such as communication, teamwork, problem-solving, and leadership. Look for relevant keywords and phrases that hint at these skills.
9. Extracurricular Activities: If the CV includes relevant extracurricular activities, certifications, or volunteer work, consider how these experiences might contribute to the candidate’s suitability for the role.
10. Research and Verify: If a candidate’s CV piques your interest, consider conducting additional research. Check their LinkedIn profile or online presence to gather more information. Cross-reference their experience and qualifications to ensure accuracy.
11. Prioritize and Shortlist: Based on your assessment, prioritize candidates who closely match the job requirements and seem to be a cultural fit for the team. Create a shortlist of candidates to move forward in the selection process.
12. Prepare Interview Questions: As a first-time manager, it’s crucial to prepare interview questions that dig deeper into the candidate’s experience, skills, and motivations. Use the CV as a basis for developing relevant questions.

Remember, a CV is just the starting point in evaluating a candidate. Interviews, reference checks, and other assessment methods will provide a more comprehensive understanding of the applicant’s suitability for the role.

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