Shortlisting
During the hiring, review CVs and decide who should be progressed to the next step
Last updated
During the hiring, review CVs and decide who should be progressed to the next step
Last updated
Identify the candidates from the applicant pool you want to progress. Aka. CV screening. The Talent Acquisition (TA) team or Agency might help you with this.
Hard skills — programming, microservices, data modelling, front end, backend, architecture, system design, problem-solving, strategic thinking
Working experiences: working years? projects? teams? programming languages? company types, corporate or product & tech, operational or creative, maintenance or development, consultant or own a product?
Project experiences: languages, platforms, tech stack, frameworks, etc
It depends, some candidates care about their personal branding, and they might put more effort into open-source communities, personal blogs, etc. It is a good sign for good candidates but not required.
Curious about tech, follow up newsletters, attend meetups or conference
Side projects — crafting code
Creations: blogs, videos
Certificates: AWS, GCP, etc
Short courses or free YouTube videos
Many silly typos
Simple formatting issue
CV looks like an essay
Full of soft skills — lack of hard skills
Some candidates may not tick all the boxes you would like to tick, however, you may still be willing to consider them
High potentials: junior to what you are looking for, but willing to learn and learn fast.
High motivations
Does homework and well prepared
Make it part of your daily routine, 30 min a day and make it part of your life
Balance high potential and aligned tech stack
Leverage Agency or TA team
High experience ≠ high performance
1-year experience repeats 10 times ≠ 10 years experience