Met the criteria but not even an interview

thriftyminx13

cazziebo wrote: »

Good point. Hope this is constructive..

I'm looking for two positions - one is very much project management oriented, other is more change management. (ie technical role vs people role ) Salary band wide - 30 - 50k because quite open on skill/experience level.Great working conditions. However, what is important is that these are not entry level jobs so should expect some sort of standard. Have to say, the calibre of candidates was extremely high. I've been recruiting for almost 30 years and I don't think I've ever had such a quality response.

Why I rejected candidates..

1. irrelevant application - CVs which did not reflect all the kind of skills/experience/quality I was looking for. Might have been a great candidate, CV did not demonstrate that. No knowledge of what my company do (we're in the press weekly at the moment)
2. Sloppy presentation; poor spelling, grammar.
3. No covering letter. I specifically asked for a covering letter detailing what candidates would bring to the role. However, if the CV was very good, I would still consider. I struggled over this because obviously lack of letter showed poor attention to detail. I decided in the end that if the CV was obviously tailored to the role then that should count.
4. People didn't follow the process ie called or emailed asking for more info

Why I selected candidates for interview

1. Real enthusiasm to work for us. - covering letter demonstrated real research and understanding of what we do and what we are looking for. Way more important than no 3,
2. Sense of energy/attitude/drive : I'd look for a story throughout job history. More important than no 3
3. Skill/experience match
4. Easy to read application - well set out, clear indication of strengths, good benefit statements

(Perhaps I should add a 5th to first section: candidates supplied totally speculatively by agencies. I wouldn't spend nearly 10k on an advert to spend another 10k on agency fees.)

My first action is to look at outright rejects and discount them, then second action is to select prime candidates to interview.

That's how I do it. I'm also involved in recruiting welders, plumbers, engineers, admin workers, MDs and the process doesn't differ greatly.

OP - hope your OH finds something soon. If you want to PM me I'm happy to give CV feedback

Thanks very much I really appreciate the detail. In this case it wasn't a CV but an application but all of your points are valid. You are right of course, that something simple or not following instructions to the letter may also have resulted in no interview.

I would also agree about being enthusiastic about the job, I know my OH did phone the company to get further information but I suppose its one of those things, as you point out, many more people out there looking for jobs than actual jobs.

I'll definitely tell my OH about your offer of going over his CV, thank you for your detailed reply.

inmypocketnottheirs

cazziebo wrote: »

Good point. Hope this is constructive..

I'm looking for two positions - one is very much project management oriented, other is more change management. (ie technical role vs people role ) Salary band wide - 30 - 50k because quite open on skill/experience level.Great working conditions. However, what is important is that these are not entry level jobs so should expect some sort of standard. Have to say, the calibre of candidates was extremely high. I've been recruiting for almost 30 years and I don't think I've ever had such a quality response.

Why I rejected candidates..

1. irrelevant application - CVs which did not reflect all the kind of skills/experience/quality I was looking for. Might have been a great candidate, CV did not demonstrate that. No knowledge of what my company do (we're in the press weekly at the moment)
2. Sloppy presentation; poor spelling, grammar.
3. No covering letter. I specifically asked for a covering letter detailing what candidates would bring to the role. However, if the CV was very good, I would still consider. I struggled over this because obviously lack of letter showed poor attention to detail. I decided in the end that if the CV was obviously tailored to the role then that should count.
4. People didn't follow the process ie called or emailed asking for more info

Why I selected candidates for interview

1. Real enthusiasm to work for us. - covering letter demonstrated real research and understanding of what we do and what we are looking for. Way more important than no 3,
2. Sense of energy/attitude/drive : I'd look for a story throughout job history. More important than no 3
3. Skill/experience match
4. Easy to read application - well set out, clear indication of strengths, good benefit statements

(Perhaps I should add a 5th to first section: candidates supplied totally speculatively by agencies. I wouldn't spend nearly 10k on an advert to spend another 10k on agency fees.)

My first action is to look at outright rejects and discount them, then second action is to select prime candidates to interview.

That's how I do it. I'm also involved in recruiting welders, plumbers, engineers, admin workers, MDs and the process doesn't differ greatly.

OP - hope your OH finds something soon. If you want to PM me I'm happy to give CV feedback

Possibly one of the most encouraging, helpful and genuinely constructive responses I have seen on these boards.:T