During the recruitment process, sometimes it can feel like your desk is in danger of buckling under the weight of all the CVs stacked on top of it. Nobody wants to be overburdened by applications from the wrong candidates- you need a way to separate wheat from chaff as quickly as possible. Here are some pointers on how to review CVs for a management consultancy position.
Before you begin scanning CVs, revisit the person specification that you published when you listed your vacant role. Make two lists - essential criteria and desirable criteria - and prioritise the items that matter most. It’s important to know what you’re looking for.
Reacquainting yourself with your selection criteria makes it easier to compare candidates fairly and objectively. Begin discarding CVs that don’t meet your essential requirements. That should make that pile of CVs far less daunting.
There are a number of red flags when it comes to CVs: unexplained employment gaps, evidence of decreasing responsibility or a career plateau. Other aspects of a CV that should set alarm bells ringing include non-professional email addresses, annoying buzzwords or the inclusion of irrelevant information. In most cases, a red flag means it’s time to discard the CV.
Impeccable communication skills are essential in management consultancy. Look for candidates who can say a lot using as few words as possible. If you are furrowing your brow trying to understand what the applicant is saying, they probably aren’t cut out for the role. And of course, there’s simply no room for spelling mistakes, typos or grammar gremlins.
Look for applicants that can quantify the impact they have made, rather than those who make intangible claims. “Increased client’s monthly revenue by 15%” says an awful lot more than “improved client’s revenue”. Facts are better than fluff. Besides, an analytical mindset is an important prerequisite of a successful management consultant. You should be able to find evidence of that in the best candidates’ CVs.
Does the CV seem to have been written specifically for your vacant role? Or is it a copy and paste effort from a previous application? A tailored CV is a good sign that the applicant is serious about their interest in your role and keen to impress. Likewise, if they’re willing to put in the effort during their job search, there’s a good chance they’re a hard worker too.
If you’re hiring for junior or graduate positions, pay close attention to each applicant’s academic achievement. In the absence of significant professional experience, their educational background can help you determine whether your applicants have the right mental makeup to succeed as a management consultant. Educational success, particularly at university, demonstrates the ability to self-learn and self-motivate - two important traits for anyone planning on a consulting career.
On the other hand, when you are hiring for senior or top-level positions, professional experience matters more than academic background. Look for relevant sector or function experience. It would be wrong to write-off a strong candidate for a senior role just because they had an off day on their French A-Level exam seventeen years ago! When analysing professional experience, give more weight to recent experience.
Still struggling to make the final cut and choose who to invite for an interview? Come at it from a different angle. Try and figure out how many candidates you realistically have the time or capacity to interview. If you are deliberating over twelve applicants but only have room to interview six people, it’s time to narrow your focus and ditch the sentimentality over candidates who ‘may’ be right for the role.
As we said before, it’s important to be as fair and objective as possible when reviewing CVs. But leave a little room for gut instinct. If there’s a wildcard that you have a good feeling about, it would be silly to omit them from your list of maybes. Likewise, you should be allowed to cast-off candidates who tick the right boxes but somehow fail to pique your interest.
Reviewing CVs is just one small part of the recruitment process - a recruitment process that can be incredibly time-consuming. As specialist recruiters for management consultancy, we can take care of your recruitment demands while you carry on with what you do best. Try us- it needn’t cost you a penny.
If you're looking for advice on how to source and recruit the right management consultancy candidates, then our years of experience and expertise can help. Visit our recruitment advice information hub today.Read More
With years of experience in helping candidates find their ideal consultancy job, we can help you through the process- from a successful CV to excelling in the interview. Visit our career advice information hub today.Read more