Improving Hiring Practices: 10 Mistakes Employers Frequently Make While Reviewing CVs

Hiring the right person is way more than just ‘important’ for every employer. Unfortunately, hiring managers often mess up when looking at resumes. This means they might miss out on great talent or make patently unfair choices. Let’s look at ten common mistakes businesses make when checking out a candidate’s CV. Plus, we’ll share tips on how to do better.

1. Sticking to One Format

Some employers prefer a specific look for resumes and might toss out those that don’t match. Sure, it’s important for a CV to be easy to read. But, and this is a big “but”, humans are complex, some amazing candidates are likely to have unique formats that show off their skills. Instead of getting hung up on how a resume looks, focus on whether the person has the skills that fit the job.

2. Ignoring Employment Gaps

Just because a CV has gaps in a job history doesn't mean there is no deal to made here. Gaps happen for many reasons, like improving education, taking care of family, or starting a business. Instead of blindly and recklessly jumping to conclusions, ask about these gaps during the interview and explore the reasons for them.

3. Name Bias

Sometimes, hiring managers make quick judgments based on a candidate’s name, without even realizing it. Studies show that this kind of bias can really affect who gets hired. A good way to avoid this is by using blind recruitment. This means hiding candidates' names when first checking resumes. This almost foolproof, but is a bit cumbersome.  A more effective approach is to ask, “What does this candidate have to offer?” In this way, your focus returns to the skills and experience, rather than superficial constructs.

4. Not Diving into “Collaboration”

Most resumes talk about teamwork, but you have to dig deeper. It’s important to understand what the candidate did in those group situations. Did they take charge of a project? Were they a key player? Or did they help keep the peace? Knowing this can give you a better idea of how they might fit in with your team.

5. Relying Too Much on Cover Letters

Cover letters can add some context, but they shouldn’t even remotely be the main thing you look at. Some people are great at their jobs but struggle to write well, and some may skip the cover letter altogether. Resumes should be the main focus when you're checking qualifications.

6. Only Looking at Job Titles

Job titles can sometimes be tricky. They can mean different things at different companies. Instead of just looking at titles, pay attention to what the person did in those jobs and the results they achieved.

7. Focusing Too Much on Experience

Experience is important, but it isn’t everything. A candidate who might have slightly less experience but is eager and willing to learn can bring new ideas. It’s sometimes worth looking at their problem-solving abilities and whether they adapt well to change as much as their experience.

8. Dismissing Unusual Career Paths

People who have taken different paths, like changing careers or teaching themselves skills, often get overlooked. But these folks can bring valuable skills and a fresh perspective. Rather than dismissing them, think about how their different experiences could add to your team.

9. Ignoring Soft Skills and Fit

It’s easy to check hard skills like qualifications. But don’t forget about soft skills, too. These include communication, leadership, and problem-solving. A candidate with strong soft skills might fit in better with your company and help the team succeed.

10. Rejecting for Minor Typos

Sure, attention to detail matters. But small typos shouldn’t lead to automatically tossing out a candidate. If the job doesn’t heavily rely on writing, it’s better to look at the bigger picture instead. Focus on the overall quality and if their experience makes sense for the role.

Final Thoughts

By avoiding these common mistakes, you can make your hiring process better and find great talent. Keep an open mind and focus on skills and potential. Reducing bias in your hiring can help you build a stronger and more diverse team. That’s one of the keys to driving success for your organization.