When you advertise your job on Jobs.ie our advanced search and match technology, clever traffic strategy, powerful email marketing and extensive social media presence all work together to bring you plentiful applications from qualified candidates.

However, that also means you are tasked with deciding which ones are the most qualified and the most relevant so you can select the best people to invite to interviews.

It’s not an easy task so here are some tips to help you identify your ideal candidate.

Must Haves

You’ve written your job description, and have a view of your ideal candidate, so you should have taken the time to outline the skills, competencies or qualifications that you simply cannot do without. Keep these at hand when reviewing CVs and use them as your checklist. If you’re drawing up a shortlist on a computer you can even search documents using CTRL+F to find specific words and save time finding the best-fitting candidates.

Evidence 

With plenty of applicants all showcasing a range of great skills, one differentiating factor could be – evidence!

Once you have an initial shortlist of candidates, check through their CV and read between the lines. Say they have acted as team leader – how did the team perform? Say they have built entire websites – where are the links?

A good candidate will share their successes as well as their skills – and this could be a key tool for helping to separate anyone who walks the walk, as well as talking the talk.

A one size fits all CV 

Obviously, as a recruiter, you want to receive an honest account of a candidate’s work history and expertise, but don’t forget to check whether they have tailored their application to your vacancy.

If you believe a candidate has sent you a one-size-fits-all CV, it could suggest that they have not fully bought into what you do, but instead, they could be sending CVs with a scatter-gun approach to see what may land.

Do they mention your company in their cover letter? Does the language and formatting of their CV mirror your job advert?

These little clues could help you pinpoint a candidate whose application is earnest, as opposed to someone sending quick-fire applications.

Of course, that’s not to say that someone applying for more than one role wouldn’t be a good hire, but someone who has taken the time to research your organisation and your working practices reflects a level of commitment and interest that should move them to your must-see pile.

Job hopping 

Many recruiters are wary of job-hoppers, and while you could argue that it reflects ambition, if a candidate seemingly changes roles every few months this could well indicate they don’t settle in well with employers. Of course, a lot depends on your sector and the role you are hiring for but it’s important you consider your cost per hire and try to reduce the chance of a short-term hire.

And finally

Once you’ve selected the candidates you’d like to interview, remember the importance of acknowledging all the applicants, whether or not they were successful. Treating people with courtesy is a reflection of your employer brand. Someone may not be right for your company now, but in two years’ time, they could be perfect. A strong employer brand will draw talent to your business and can play a significant part in building a pipeline of candidates for you to choose from in future hiring.