Selecting candidates to invite for a job interview is the second step in the recruitment process, a crucial stage in any hiring strategy. This step is undoubtedly one of the three most challenging tasks for a recruiter.

Indeed, after the job offer is published, a flood of applications quickly fills the inbox. All these applications share a common trait; every candidate is convinced they are the best fit for the job. This may be true for a few applications, yet only one candidate can be hired.

For this reason, it is now necessary to decipher the profiles and get a sufficiently concrete initial impression of the applicants to determine who to contact for a first meeting. The stakes of this task make it complex: only a good selection will ultimately lead to finding the perfect fit; conversely, a poor selection may result in having to restart the recruitment process with a new job posting, a topic discussed in our previous blog article.

So, the question we are addressing today is: how can we ensure that we select the right candidates from the multitude of applications received? To illustrate this stage, we will use an analogy with dating apps.

Is It a Match?

Good news!

You have access to the premium version of the dating app, which means you know which candidates liked your job offer and, by extension, your company profile. However, there is no match yet because you need to decide which candidates you like in return. Should you base your decision on the CV, the cover letter, a presentation video, or the recommendations of previous employers? Each document has its advantages and limitations.

Cover Letter – Is It Still a Differentiator?

In the professional world, it is often said that CVs are scanned for specific keywords and cover letters are skimmed. Given this assumption, would a professional base their entire application on writing a cover letter? The answer to this question is, of course, highly subjective; however, new tools that have emerged over the last ten years support this desire to simplify the application process, leaving little room for the cover letter.

Easy Apply

Since 2013, LinkedIn has allowed users to apply directly with their profile data. This makes the process easier for candidates but increases the volume of applications for recruiters. This consequence might also be considered as a direct advantage in the recruitment strategy.

Returning to our dating app analogy: if you are presented with only profiles containing a photo and a first name, how can you be sure that the photo authentically represents the person? It could be staged. If we absolutely have to choose, it is likely we will pick the profile with the most attractive image.

In the case of easy apply, the risk for the recruiter is to favor those who best master the LinkedIn codes.

The Age of Artificial Intelligence

To address this issue, some companies continue to require a cover letter to assess criteria such as writing skills and personal motivations. However, with AI tools, it is easy to generate optimized letters in a few clicks. For instance, we tested an AI tool with one of our job offers, and the result was impressive:

The letter responds point by point to our offer while reflecting the person’s motivations. With a few more requests to the AI tool, the recruiter would have been facing the perfect candidate.

In light of this example, we revisit the question posed at the end of the previous chapter: how do you decide if the description of the person is authentic or a well-crafted act?

Presentation Video – The Alternative Solution?

Some companies request presentation videos instead of cover letters. You may have already experienced this: sitting alone in front of your camera, you are invited to explain your motivations for the job. This original method allows better evaluation of the candidate’s authenticity. Indeed, unless they are a born actor what you see is what you get.

However, the downside of this method is the risk of missing out on all the applications from professionals who are not comfortable enough in front of a camera to attempt this exercise. To go back to our dating app analogy, it is like deciding to swipe left on all profiles without a photo. In other words, it is a choice that could cost you the right candidate.

Avoiding Biases or How to Select Based Solely on the CV?

Let’s return to our problem: how can we ensure that we select the right candidates from the multitude of applications received while avoiding the pitfalls of the various application methods?

At Opsys360, we have developed an objective method that puts all candidates on an equal footing; only their resume is considered at this second stage of recruitment. In this chapter, we propose to explore some of our strategies and best practices for selecting candidates through their CVs, paying particular attention to finding relevant qualifications and identifying revealing details.

Minimum Criteria

For an objective selection based on the CV, it is essential to take a rigorous and impartial approach. The first step is to ensure that the minimum qualifications required for the position are met. And be careful, this is not about education or previous experiences, but about factual criteria, the prerequisites for the job.

To clarify this notion of qualifications, let’s return to our dating app example: if you own cats at home and the profile that initially seems attractive mentions in their bio that they cannot live with cats, selecting this profile would be overly optimistic about the outcome of the relationship.

The compatibility of your candidate’s qualifications with the prerequisites for your position can therefore allow you to make a first cut based on objective and identical criteria for all candidates.

However, this first cut may not be enough depending on the number of applications you have received. You may need to dig deeper.

The Right Candidate is Hidden in the Details

When evaluating the application, it is essential not to settle for a simple skim. A CV is the result of an editorial decision by its author; every detail or omission can tell you a lot about the author’s personality. It is time to read between the lines to focus on three criteria:

• Length of experiences: Does the person stay with companies for a long period? Do they
  consistently have experiences of less than a year? Has the pace of job changes
  shifted during their professional life?
• Chronology: Does the chronology seem plausible? Has the candidate subtly concealed a period
  of inactivity?
• Coherence: Is the transition from one position to another coherent? Does the way of presenting experiences and profile seem harmonious?

These indications can help confirm or refute the qualifications listed in the personal skills section or allow you to verify that the stated qualifications are indeed plausible.

Theoretically, after this review, you should be able to select candidates who spark your curiosity. In your dating app, you can therefore let them know by giving them a “heart.” At this stage, however, you have not yet promised a first date.

Before the First Meeting, Initiate a Chat!

After pre-selecting candidates, we suggest initiating an informal conversation to clarify any grey areas in the CV and confirm their interest. This step will help you confirm or narrow down the candidates you wish to meet.

To facilitate this initial conversation, prepare 3 to 4 objective and determining questions that you will ask all candidates. For example, for our job offer, we confirmed that the candidate was indeed studying, was motivated to balance study and part-time work, and was willing to work on Friday afternoons.

To these generic questions, feel free to add specific questions based on the candidate to clarify any grey areas you have identified. However, the idea is to keep this conversation short and informal, with the goal of making a final choice to invite the right candidates for the first meeting.

Conclusion : The Devil is in the Details

A careful reading of a CV allows for effective sorting of applications, ensuring minimal investment compared to reading a complete file with attachments. The choices made by the candidate when writing their CV can reveal a great deal if you pay close attention to the details.

This reading, coupled with a first informal conversation with the pre-selected candidates, allows you to confirm your impression and refine your selection if necessary for the interview invitation. Additionally, this initial contact helps break the ice, ensuring you make the most of the first meeting, a topic we will discuss in our next article.

This methodology simplifies the recruitment process for candidates, guaranteeing you a positive perception as well as a maximum number of applications.

In our experience, business is best when those involved are committed to it. If you agree with us that simplifying your future employees’ applications can lead to better success in selecting talent, do not hesitate to contact our HR and Communication experts to develop a people-centred HR approach.