If you imagine yourself as the receiver or employer instead of the candidate then answer can be quite straightforward. Any employer is looking a for the best person for their role b/ is easily identifiable of this by viewing their cv. There is no art to this fact, or any method. Remember to keep things simple. We’ll come back to this later on.
Now when the recruiter receives your application they may have anywhere from one to a hundred applications, typically higher salary generic positions achieve the greatest response.
Recruiters are trained in methods of short-listing and while we don’t advise to send your cv on pink paper or other unusual methods having some unique points on your CV can help in adding a human factor to your application.
A typical recruiter may:
Scan all the applicants as they come through: do not believe that all responses will be checked at the same time. Those that pass the 5 second scan can be shortlisted before any decisions have been made. Those that do not pass the 5 second pass are extremely unlikely to go further.
The next step is consolidation, where the recruiter now scans and reads your c.v. they are looking for points that distinguish your application from others and are evaluating how your application meets the “key requirement” to fulfil their vacancy.
Black spots on a cv can be words such as “we” in the context of “we were responsible for the branch” … as it shows a lacking on self responsibility. “oversee” / “supervised” be extremely careful when using these words unless you can prove this is highly relevant – the employer wants to know about YOU.
“managed” another loose term that is very generic it does not tell at what level you were responsible for staff or necessarily why; purpose; reason; and so on.
If your CV stands up after these quick methods then the next method a recruiter uses can easily make or break your application, even if you have passed tests 1 and 2. The recruiter will now look for a motive for your application. Your motive must meet their approval after all they have a vacancy, there is a good chance this is not a new role, they are looking for a replacement and they don’t want to be having to recruit in three months time when you move on.
So the recruiter will be looking for sustainability; longevity and most importantly how and why you want this role.
Remember it’s the recruiter’s job to stop people getting the job. (We know that’s a blunt view, but l there is normally only one vacancy.) If you can keep this point in your mind, and remember that you are trying to outperform and persuade another person that you are undoubtedly “the” person that they must absolutely interview you will improve your rate of application to interview.
Go check your cv, and cross out all the phrases that use “we”, “our” “team” you might be surprised to find that your cv speaks about the company and team you worked with and not what you did.
Remember, keep in mind that you are the recruiter, would you be the “one” that they chose?