What to look for when screening CVs

When you post a job on IrishJobs, it’s not long before applications start arriving. With a well-written job ad and a strong employer brand, you can expect a solid response from candidates eager to join your team.

But whether you’re dealing with a handful of CVs or a large volume of applications, one thing is certain: screening candidates efficiently is key to hiring success. The challenge lies in spotting the best talent quickly, without missing out on top-quality applicants.

In this article, we’ll guide you through what to look out for when reviewing CVs – helping you streamline your screening process and identify the candidates most likely to thrive in your organisation.

CV screening is the stage of the hiring process where you assess if job applicants have the desirable skills, qualifications, and experience for the role you’re hiring for. Screening a high volume of candidates can be time-consuming, as effective CV screening involves:

• Identifying applicants with strong potential

• Spotting red flags early in the process

• Streamlining your recruitment, so only the most promising candidates advance

With a clear set of “must-have” criteria, you can create a comprehensive approach to CV screening that helps you shortlist only those candidates who genuinely meet your needs.

Frequent job changes can indicate different qualities, some beneficial, others potentially problematic. A candidate who has changed roles frequently may signal a lack of commitment, struggling to adapt to teams or meet long-term growth expectations. A history of short stints, such as moving on from roles in under a year, could mean they might have difficulty making a lasting impact or adjusting within a team.

However, in certain fields, such as technology or creative industries, job-hopping may be more common and, in some cases, desirable. Candidates may be moving up the ladder or taking on increasingly challenging roles, which reflects ambition and career growth rather than instability. For these candidates, watch for indicators like:

• Promotions

• Roles at progressively larger or more reputable organisations

• Increased responsibilities over time

It’s also worth taking the economic climate into account. Disruptions such as recessions or industry-wide changes can explain short tenures and should be factored into your assessment.

Tip: Balance the candidate’s stability with their ambition by considering both context and career progression when evaluating a history of job changes.

Career changes can bring unique and valuable skill sets, as candidates who switch industries often introduce fresh perspectives and transferable skills that enrich a team. These candidates may fill skill gaps, particularly if they bring experience that can bridge multiple functions. For example, a former marketer who shifts to project management may bring advanced communication skills, enhancing team collaboration and project visibility.

However, frequent career shifts in unrelated fields may signal a lack of focus or commitment to a long-term path. Applicants who have earned qualifications in vastly different areas—such as accounting, hairdressing, and hypnotherapy—may indicate a tendency to jump from one interest to another, potentially highlighting inconsistent dedication.

When reviewing these CVs, it’s essential to consider whether their qualifications or experiences align with your role and whether they show a commitment to that direction.

Tip: Approach career changers with an eye on stability and dedication to the path candidates are pursuing, balancing flexibility with your team’s long-term needs.

Before screening CVs, outline the “must-have” skills and qualifications from the job description. This list is invaluable for quickly filtering out candidates who do not meet your essential requirements, enabling you to hone in on applicants who meet your core needs.

Using the search function (CTRL+F) on digital CVs can be especially helpful for identifying keywords related to these must-have skills, expediting the process of screening a large number of candidates.

While having a defined list of must-haves is essential, try not to make it so restrictive that promising candidates are overlooked. Sometimes, candidates who meet most of your requirements but fall short in certain areas might still be excellent hires if they bring other strengths or the willingness to develop in those areas.

Separating your requirements into “essentials” and “nice-to-haves” can help you maintain this balance. For instance, if technical skills are essential but specific software experience is not, you can focus on candidates who have the core skills and are open to further learning and development.

A tailored CV is a strong sign that a candidate has taken time to understand your organisation and the role they are applying for, while generic, “one-size-fits-all” applications may indicate a lack of genuine interest.

One of the first indicators of a tailored application is in the cover letter—look for specific references to your organisation or comments on how the candidate’s skills align with your mission. Similarly, a CV that uses language or structure mirroring your job advert suggests a candidate who has thoughtfully matched their experience with your requirements.

Candidates who have researched your organisation are often more likely to be committed to the role, while those who submit general CVs may be applying broadly, hoping something sticks. This doesn’t necessarily mean that a generic CV disqualifies a candidate, but one that reflects a clear understanding of the role and organisation may indicate a more invested applicant.

Tip: Prioritise candidates who demonstrate familiarity with your organisation, as they’re more likely to be committed to the position.

While many applicants list relevant skills on their CVs, only a few will provide concrete evidence of their accomplishments. Candidates who can back up their skills with real achievements or quantifiable successes tend to stand out.

For instance, an applicant who mentions they “increased sales by 30%” or “led a project resulting in a 20% reduction in expenses” brings more credibility to their skillset than one who lists skills without detail.

In technical or creative roles, look for evidence such as:

• Links to portfolios
• Successful project outcomes
• Specific results that demonstrate expertise

For example, a candidate who claims to have built websites should ideally include links to those sites or describe how the project met or exceeded client expectations.

Tip: Seek candidates who provide clear examples or evidence of their skills and accomplishments, as these details reveal a genuine commitment to their work.