Too many CVs – is more really better?
I’ve spoken with many hiring managers in my career who see too many CV’s in the recruitment process, in recent months I’ve spoken with clients who’d each reviewed hundreds of CVs for single vacancy. The outcome? Less than 1% converted to interview. An extreme example perhaps but not uncommon.
For many hiring managers, for many reasons there’s still an expectation to review dozens of CVs rather than a refined shortlist of only the most suitable candidates, pre-screened and interested in the role. Does that really represent value? Or is it just shifting the workload back onto you and your team?
A recruitment partner should deliver value at every stage of a process, especially the shortlist. Every CV you see should be the result of careful market research, sourcing, detailed recruiter interviews, and meaningful conversations matching the expectations of everyone involved.
What’s valuable to you? Ask yourself:
🔝 How are you measuring the value of your recruitment partner?
🤬 Do you want to see the most suitable CVs, or are you content to sift through long lists?
✅ What ratio of CV to interview and interview to offer do you expect, or does it matter so long as you achieve a successful outcome?
🎉 Are you confident your partner is balancing speed with diligence, ensuring only the right, engaged talent reaches you?
True value isn’t only about focusing on pace, quickly delivering a shortlist and then sending you more CVs to cover all bases. It’s about showing a commitment to delivering the highest quality process, with care, attention and precision that helps you have the right outcome in the timescale that you need.
If you would like to discuss more or share your own challenges and priorities when it comes to attracting and retaining the best talent for your business get in contact with me directly and let’s see how I can help you succeed.
Mark
07900557982