CVs are an imperfect means of screening talent. There is so much room for unconscious bias to emerge where subtle indicators like names, clubs, addresses, school, previous employment, race, parental status, socio-economic status, etc — all may unconsciously affect expectations and assessment of a candidate. We acknowledge these risks and appreciate the serious need not to fall pray to them.
The first thing we do when a job role closes for new applicants is sift through CVs to try and decide who we should invite to interview. The main thing we look for when reading through CVs is whether candidates have provided evidence that they meet the minimum requirements for a role. For many organisations, these minimum requirements reflect the basic needs of a role, are quantifiable and none-negotiable.
Once we have narrowed down the CVs to a ‘yes’ and ‘no’ pile, we then narrow the yes pile down further by looking at other components submitted as part of the application like a covering letter, preferred requirements or role questions. Once thats done, we narrow the list of prospective candidates down further by comparing qualifications and experience between candidates until we have 5-10 people we would like to interview.