Why a Bad CV Doesn’t Always Mean a Bad Candidate (And How to Assess Potential)

A CV is the only document that initially helps the recruiter in deciding the competencies of a candidate. It plays a crucial role in the decision-making process of the hiring manager.

With numerous resumes in their mailbox, hiring managers perform an initial screening process and offer chances to candidates with a well-written document.

While this is a justified action, it is not totally effective. One of the most common mistakes hiring managers make is overlooking a talented individual just because of a bad resume.

This blog discovers why a bad CV doesn’t always mean a bad candidate and explores other ways to make a thoughtful decision.

How To Make The Right Hiring Decision:

The truth is that, except for a well-crafted resume, there is nothing that can determine the expertise of candidates. Until someone has actually seen them doing the job, no one can recognize their inner potential.

This is why the hiring managers trust the words mentioned in the CV. They are the only source that conveys what the candidate is going to bring to the organization.

Based on these hiring practices, many candidates choose to go for professional CV Writings. However, there are times when an individual is unaware of these expert services.

Even if they fully meet the job role requirements, a bad CV ruins their chances of getting the job opportunity.

This is where the need to rethink the hiring criteria arises. Hiring managers need to assess beyond the resume. Instead of dismissing a candidate based on an improper resume, recruiters need to think more.

This is the key point. Many top talents remain hidden under a bad document because hiring managers are too quick to make a judgment based on this paper.

Take a look at these common situations and how to avoid misleading situations based on a resume:

A CV That Lacks Design:

A good CV impresses the recruiter. Choosing the right font, bullet points, headings, and presenting the information clearly and concisely is necessary.

A professional CV editing service makes it possible for candidates to create a resume that stands out.

These creative skills do not directly contribute to the decision-making process, but have a little impact on how the hiring manager perceives the skills of a candidate.

In such cases, if there is relevant experience that reflects strong potential, you shouldn’t let the candidate go. Instead, you can focus on highlighting the changes required and asking the candidate to bring a revised version of their document.

A CV With Grammatical Errors:

At times, a candidate might be extremely honest and write their CV from scratch. The resumes that often come with typos are often rejected immediately.

The truth is that spelling mistakes do serve an extremely unprofessional look. However, they can’t be the only reason to dismiss a candidate.

Instead of an instant refusal, you can give a read to the resume. Focus on the skills section and examine their expertise for the job role.

For instance, a candidate who applied for the role of a sales representative might not be proficient in writing. But when it comes to communication skills, the same candidate holds the potential to close million-dollar deals for your company.

Inadequate Details On The Document:

In certain cases, recruiters receive resumes that are missing crucial details. A candidate might have mentioned their previous experiences, which is an impressive move.

But might have failed to deliver the details regarding their responsibilities and how they contributed to the success of the company.

This lack of specifications often disappoints the recruiters, resulting in a bad impression of the candidate.

However, there is a high chance that they have something valuable to share with you. Here is what you need to do:

• Instead of making a quick assumption, question the candidate regarding their duties in the previous job role. A small discussion can help you navigate the individual's personality for the job role.

• Ask them to discuss a complex situation from their previous job role. Allow them to share how they played their part during challenging situations.

• A blank face will answer a lot of your questions. However, a comprehensive description will indicate their performance levels and their suitability regarding the job role you’re offering.

A Resume With Frequent Job Changes:

An HR professional often comes across a list of job hoppers. These are employees who regularly switch jobs. These resumes often make the HR manager question the consistency levels of a candidate.

A recruiter may assume that these individuals might not be able to stick with the company in the long run. However, there are several reasons candidates change their jobs.

Sometimes it is about personal preferences, and sometimes the transition takes place due to the organizational culture.

Such situations may hinder the true talent that lies beneath these rapid job shifts shown on a resume. This is why it is essential to ask questions like:

• What do they expect from a new organization?

• What do they consider the most significant factor for considering this job role?

• Where do they see themselves in the next 3 years?

Questions like these will help you predict the candidate's intentions of fitting in with your organization and growing with it.

CV That Has Career Breaks:

A resume with employment gaps might be a risky choice to consider. Breaks don’t define a candidate's expertise in the relevant field. There might be some crucial reasons behind this.

It is necessary to consider listening to them to find a great talent for your organization.

If the candidate holds the required experience and skills, there is nothing wrong with giving them a chance. You can discuss details regarding the career break and make a justified final decision.

Remember, one wrong move can risk your chances of hiring an exceptional candidate!

FAQS:

What is the difference between a good CV and a bad CV?

A good resume will be clear, short, properly structured, and well formatted. A bad CV usually focuses on irrelevant details, has vague statements, and has structural issues.

Can A CV determine the skills of a candidate?

A CV contains all the relevant details regarding the candidate. However, this piece of paper isn’t enough to judge the skills of a candidate. A detailed communication can help in screening the professional capabilities of a candidate.

Why might a perfect candidate have a bad CV?

A candidate might lack resume writing skills and fail to present their achievements correctly. Some candidates have no access to professional help, which is why they struggle with formatting an excellent document according to industry standards.

Wrapping Up:

As an HR manager, finding the right candidate might feel like a daunting task. A professionally written CV contributes significantly to the first impression of a candidate.

However, the myth of a good resume can often lead to wrong decisions! Instead of judging a candidate based on a paper, try going beyond that.

Execute the strategies mentioned above and carefully determine the skills of the candidate to determine the right fit for your company.