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

The process of sifting through countless applications to find the right candidate can be daunting, and success often depends on a mix of skill, know-how and even a bit of good fortune – especially if you’re striving for growth and achievement in your enterprise.

Thankfully, there are several potential remedies that can assist us in locating the ideal candidates to meet your job requirements. We can assess a variety of approaches, from personally selecting the specific CV features to comb through to leveraging automated technological solutions.

Review of Application Materials

At Works, we recognise that as many as 80% of prospective candidates may not be a good fit for the positions they are seeking. To promptly and effectively identify the most appropriate candidates, it is crucial that we comprehend the skill of assessing resumes and pinpointing skilled individuals.

Determine the standards by which candidates will be assessed for the position, including considerations such as level of experience in the pertinent domain, academic credentials and other individual attributes.

We recommend taking advantage of an online resume checker/analyser to evaluate and enhance your CV, as this can economise valuable time and energy. Please give consideration to this suggestion.

With the aid of some straightforward instructions, CVs can be reviewed and categorised with ease.

Inventory of Credentials

Personnel who thrive in your company exhibit certain competencies and characteristics, which are reflected in their CVs. It is probable that there will be some uniformity in terms of credentials, academic history and professional experience.

Gather input from both employees and managers to assemble a directory of competencies that have played a pivotal role in accomplishing success in the workplace. Place particular emphasis on “soft” skills.

Mandatory and Desirable Abilities

Afterwards, rank each requirement according to its significance for the role.

It is imperative that the applicant satisfies the minimum criteria to be capable of satisfying the job demands. For instance, a web developer must exhibit proficiency in multiple coding languages, in addition to possessing effective communication skills.

It is not obligatory to possess preferred qualifications for this position, although they can give candidates a competitive advantage. This could involve having pertinent certifications or experience in a comparable position.

Third Stage of CV Assessment

After gaining an understanding of what to search for in a CV, you can devise a scoring system to assist in shortlisting candidates.

Categorize the requirements into separate groups, such as academic qualifications or quantity of relevant experience. For ensuring that the requisite criteria are consistently satisfied, it can be beneficial to allocate individual columns to the mandatory abilities.


The above stages can be highly time-consuming and laborious when carried out manually for a substantial number of CVs. The utilization of contemporary technology has facilitated the creation of automated systems to aid the resume screening procedure.

The phrase “Recruitment AI” pertains to the rapidly evolving domain of technology that scrutinizes current employees to pinpoint those possessing the most pertinent skills and qualities. Furthermore, it can automate the procedure of evaluating and discarding unsuitable applicants.

There are specific standards and precautions to adhere to when assessing CVs.

Resume Review: Checklist

  • Prior to appraising each candidate’s CV, it is advisable to check whether their skills align with the prerequisites specified in the job advertisement.
  • Do not consider the candidate’s background, as it can result in unintentional bias.
  • Following a particular style or font is not obligatory, as long as it does not affect your likelihood of being chosen for the position. Ensure that the substance of the CV is given utmost importance.
  • Be cautious of candidates who attempt to manipulate your Recruitment AI by loading their applications with jargon.
  • Ensure that you have meticulously researched the intricacies of their work history, including the duration of their previous positions, the causes of their departure, and any accolades they may have received.
  • Pay particular attention to any conspicuous intervals of unemployment. There may be a valid cause to address this in an interview.
  • Check if they possess the requisite education to excel in the role.
  • Incorporate any relevant certificates and competencies.
  • Eliminate any spelling and grammatical mistakes. The candidate’s meticulousness and dedication are demonstrated by their eagerness to proofread.
  • Analyze the candidate’s online profiles, by accessing the links provided in their application (such as social media profiles, online portfolio, and personal website).
  • Verify the authenticity of the information provided. Cross-check any dissimilarities between the application data and the individual’s LinkedIn profile. Initially, confirm that the timeline is coherent. If there are any discrepancies, do not proceed with the CV.
  • Note down queries that arise while scrutinizing the CV, and categorize them as either telephone screening questions or interview questions.
  • Categorize the top candidates for a phone interview, followed by the next best prospects, and exclude the ones that do not meet the criteria.
  • If there is a substantial pool of eligible candidates, additional evaluation should be conducted. As a general rule, a collection of twelve individuals is an appropriate number for one job opening.
  • This is a chance to join [company name], working [hours] and earning [salary]. Are you still eager to know more about the position in a phone screening? If yes, we could take this time to pose some of the questions we have arranged.

Key Aspects to Observe on a CV:

  • Employees who frequently change jobs might be unreliable;
  • Job openings in the workforce;
  • A decrease in anticipated work productivity;
  • Employment that is secured for a restricted duration;
  • Paragraphs that are as lengthy as an essay;
  • Lack of knowledge;
  • Vast quantities of written content;
  • Individual anecdotes;
  • Exaggerated claims of leadership roles;
  • Completely absurd email addresses.

Replies to Curriculum Vitae

Examining job applications can be a task that requires significant amounts of time, but giving it thoughtful attention can assist your company in discovering the most suitable employee. Understanding what to search for on a resume can enhance the likelihood of finding the perfect candidate. To enhance your effectiveness in evaluating job seekers, implementing the suggested guidelines could be advantageous. Furthermore, relying on your instincts can be a valuable approach occasionally.

After choosing appropriate applicants for the job by evaluating their resumes, utilise our recommendations to get ready for the interview. Here are our best pointers for excelling in a virtual technical interview in 2023.

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