We always want to find the right balance between making sure the application process doesn't put candidates off, whilst making sure we get the right amount of information to make good shortlisting decisions.
We've probably all encountered interviews where we are asking people about the information in their CVs, such as their role as 'Head of something' or 'such and such Manager' when it becomes apparent that actually the candidate wasn't quite at the level they have claimed to be. You then realise that they shouldn't even have made it through to the interview stage in the first place.
Recruiters are never going to be able to eradicate this problem, especially nowadays when there is such fierce competition for jobs and opportunities for decent jobs are limited. But can we do anything to at least help ourselves?
Some handy tips to remember when recruiting:
- If you still insist on recruiting using just CVs, make sure you specify that candidate CVs must reflect their achievements which are relevant to the role they are applying for rather than just being a list of their past job titles.
- Application forms, even the simplest, can be a far better way of seeking relevant information about a candidate's experience., so long as they are not overly complex to complete. When you ask them to specify examples of their achievements in their previous roles which are relevant to the role they now want to move to, they will have to make the effort and explain what they have actually achieved. This is a sure-fire way of helping people decide to opt out of the recruitment process, when they realise they don't quite cut the mustard.
- Set out some 'essential criteria' for the new role in the advert or application paperwork. This will mean people should be able to understand exactly what you are looking for, and they should be made aware that they won't make it through shortlisting if they don't meet these requirements. Again, another great tool for encouraging opt-outs for some potential applicants.
- If there is a place for it in the recruitment process, make the candidate aware that you may check out any public profiles they may have which would confirm their past experience, on sites such as LinkedIn. People are far more likely to be honest there, as their colleagues past and present will probably be linked to them, and will be able to see their profiles.
- One last tip from us: If you find that someone's CV isn't quite a true reflection of their past experience, tell them this when you provide them with feedback! Many of us are guilty of avoiding having to give feedback, just in case we have to have any difficult discussions. It's our view that you owe it to your candidates and yourselves to be honest with them, and let them know EXACTLY why they didn't make the grade as this may help them to avoid making the same error in the future.
