When recruiters are given a CV to run the rule over, there are many different things they have to look for, as they take the requirements of a particular role into account. However, there are five things they consider as soon as they look at the CV to determine whether a candidate is going to be suitable for the available position. If they fail in one of these five initial categories, it is likely that they will not be put forward any further in the application process. Here are the five things recruiters look for when first given the CV to work with:
1) Layout of the CV.
The first thing recruiters look out for in a CV is its layout. It is a necessity that the CV if formatted in a professional manner, given that you are applying for a job. Furthermore, the CV must be easy to follow, so it is easy to determine what the candidate has done in the past that would make them suitable for the position. Easily visible dates that a candidate has worked at previous jobs are also necessary in conveying a positive initial impression upon the recruiter. If any of these aspects of the layout are weak, then the candidate is not likely to hear back from the recruiter.
2) Minimum educational requirements.
This does not apply to all CV applications, as educational requirements are not seen as important on some job vacancies than others. The positions that offer higher salaries generally require certain educational requirements, whilst some lower paid positions are not as interested in the educational achievements side of a prospective candidate. Therefore, the recruiter will bear in mind the position they are recruiting for when deciding whether to use educational achievements as an indicator of a candidate’s suitability.
3) Relevant experience.
One of the most important aspects of determining a candidate’s suitability to a particular position is whether they have the necessary experience that the role requires. It is often those who have the most experience in a particular area that go furthest in the hiring process. However, some companies value personality more than experience, but this is harder to portray on a CV. As a result, a recruiter will often only put a candidate forward for a position they are recruiting for if the person has enough experience of working in the speciality that they will potentially be going into.
4) A desire to do the job they are recruiting for.
This may seem obvious in the sense that a candidate clearly must be interested in a job vacancy if they have submitted their CV to a recruiter, but this is not always portrayed by what they have written. If you have a generic CV that is sent off for all the job openings that become available, it is sometimes the case that they have not stressed that they are looking for a job in the particular job sector that they have applied for. If that is the case, then recruiters may get the impression that they do not want the job as much as other candidates, meaning they may not be put forward for an interview for the position.
5) Ability to work in the required location.
Finally, physically being able to get to work is another obvious requirement for a candidate being put forward in the hiring process for a job role. If a candidate is situated too far away from the job base then it is likely that they will not get any further with their application. However, other factors such as whether they drive, and the availability of public transport, also come into the thinking when the suitability of a candidate is considered. Furthermore, another consideration is whether a candidate is willing to relocate should they get offered the position. Therefore, it is not as simple as just analysing how far away a candidate lives from a job site. However, depending on the recruiter, your locality may rule you out of the reckoning, meaning it is best to apply for jobs that are as close to where you live as possible.