As an Employer, How Do I Conduct a Review & Evaluation of Applications? How to Know What to Search For

Searching for suitable applicants amongst a vast array of applications is a challenging task that requires a combination of expertise, experience and, indeed, luck if you want your business to grow and succeed.

Fortunately, there are a number of potential solutions to help us find the right individuals to fulfil your job request. We can explore a range of options, from manually selecting the criteria to search for in CVs to deploying automated technological solutions.

Examination of Application Materials

At Works, we believe that up to 80% of potential candidates may not be suitable for the roles they are applying for. To ensure that we are able to quickly and efficiently identify the most suitable candidates, it is essential that we understand how to assess resumes and locate qualified individuals.

Identify the criteria to be used when evaluating candidates for the role, taking into account factors such as the amount of experience in the relevant field, educational attainment and other personal qualities.

It is advised to use an online resume checker/analyzer to grade and improve your resume, as this can save a significant amount of time and effort. Do not be hesitant to take this suggestion into account.

Resumes may be reviewed and sorted efficiently with the help of a few simple guidelines.

List of Qualifications

Employees who are successful in your organization share certain skills and attributes, which are evident in their CVs. There is likely to be some similarity in terms of qualifications, educational background and work experience.

Solicit feedback from both employees and supervisors to create a catalogue of competencies that have been instrumental in achieving success in the workplace. Give particular emphasis to “soft” skills.

Required and Preferred Skills

Next, prioritize each need by how important it is to the position.

It is essential that the applicant meets the minimum criteria in order to be able to fulfil the job requirements. For example, a web developer must possess proficiency in multiple languages, as well as having strong communication abilities.

It is not essential to have preferred credentials for this position, however, they can provide applicants with a competitive edge. This may include having relevant certifications or experience in a similar role.

Resume Evaluation Third Step

Once you have an idea of what to look for on a CV, you can create a scorecard to help you narrow down the pool of applicants.

Organize the requirements into distinct categories, such as educational qualifications or amount of related experience. To ensure that the necessary criteria are always met, it can be useful to assign individual columns to the minimum required skills.


The aforementioned stages can be very time-consuming and labor-intensive when applied manually to a large number of resumes. The use of modern technology has enabled the development of automated systems to assist with the resume screening process.

The term “Artificial Intelligence for Recruitment” describes the rapidly developing field of technology which analyses existing staff members to identify those with the most relevant skills and characteristics. Additionally, it can automate the process of assessing and eliminating unsuitable candidates.

There are certain criteria and safeguards to observe while evaluating resumes.

Reviewing a Resume: Checklist

  • Before evaluating each candidate’s résumé, it is a good idea to see whether their skills match the requirements listed in the job posting.
  • Don’t take into account the candidate’s background, since it may lead to unconscious prejudice.
  • It is not necessary to adhere to a particular style or font, provided it does not impact your chances of being selected for the role. Make sure that the content of the resume is given the highest priority.
  • Be aware of prospects that try to game your recruiting AI by stuffing their applications with jargon.
  • Ensure that you have thoroughly investigated the finer details of their professional background, including the duration of their previous roles, the reasons for their leaving, and any awards they may have been given.
  • Take special note of any very large unemployment rates. There may be a good reason to mention this in an interview.
  • See whether they have the required education to succeed in the position.
  • Include any certifications and skills that are applicable.
  • Spelling and grammatical errors should be avoided. The candidate’s attention to detail and commitment are shown by their willingness to proofread.
  • Examine the online profiles of the applicant by accessing the links provided in their application (such as social media profiles, online portfolio and personal website).
  • Ensure that the provided data is accurate. Compare any discrepancies between the application information and the individual’s LinkedIn profile. Firstly, ensure that the timeline is consistent. If there are any inconsistencies, do not proceed with the CV.
  • Jot down inquiries that spring to mind when examining the résumé, and classify them as either phone screening questions or interview questions.
  • Separate the best prospects for a phone interview, the next best candidates, and the ones that won’t even be considered.
  • If there is a large number of suitable candidates, further assessment should be undertaken. As a rule of thumb, a selection of twelve applicants is a suitable amount for one vacancy.
  • This is an opportunity to be part of [company name], working [hours] and earning [salary]. Are you still interested in learning more about the role in a phone screening? If so, we could use this time to ask some of the questions we have prepared.

What to Look Out for on a Resume:

  • Workers that regularly switch jobs may not be dependable;
  • Vacancies in the labour force;
  • A reduction in expected work output;
  • Work that is only guaranteed for a limited time;
  • Paragraphs of essay length;
  • An absence of knowledge;
  • Extensive amounts of text;
  • Personal accounts;
  • Overstated positions of authority;
  • Totally ludicrous email addresses.

Responses to Resumes

Reviewing resumes can be a time-consuming process, however taking the time to do it thoroughly can help your organisation to find the best talent. Knowing what to look for on a CV can improve the chances of finding the ideal candidate. To further improve your efficiency when screening candidates, following the recommended advice can be beneficial. Additionally, trusting your intuition can be a worthwhile approach every now and then.

Once you have selected suitable candidates for the role by assessing their CVs, use our advice to prepare for the interview. Here are our top tips for succeeding in a remote technical interview in 2023.

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