{"id":2883,"date":"2019-05-19T21:05:34","date_gmt":"2019-05-19T21:05:34","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=2883"},"modified":"2019-07-17T05:37:22","modified_gmt":"2019-07-17T05:37:22","slug":"how-to-assess-a-job-candidates-cv-and-cover-letter-sample-evaluation-form","status":"publish","type":"post","link":"https:\/\/hr4free.com\/en\/Employee-Recruitment-Process\/How-to-Assess-a-Job-Candidate-Curriculum-Vitae-and-Cover-Letter","title":{"rendered":"How to Assess a Job Candidate&#8217;s CV and Cover Letter &#8211; Sample Evaluation Form"},"content":{"rendered":"<div>\n<p><strong>The aim of an assessment of the job candidate&#8217;s application documents is to perform a first selection<\/strong>\u00a0in order to spot the candidates who will be invited for a\u00a0<strong><a href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Interview-and-Assessment-Process\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Interview-and-Assessment-Process\">recruitment interview (guidelines)<\/a><\/strong>. Please note that each company has its own\u00a0<em>value system<\/em>,<b>\u00a0<\/b>as well as\u00a0<em>specific policies<\/em>\u00a0that influence the way in which application documents are interpreted.<\/p>\n<p><strong>In any case, the assessment of any application should start with the identification of the job&#8217;s success criteria<\/strong>\u00a0\u2013 i.e. the minimal criteria that must be met in order for the\u00a0<em>future job holder<\/em>\u00a0to have a chance of being\u00a0 successful.\u00a0If but one of these criteria is missing, the candidate should not be retained for the next step of the\u00a0<strong><a href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Process-and-Sample-Candidate-Assessment-Form\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Process-and-Sample-Candidate-Assessment-Form\">recruitment \/ selection process (guidelines)<\/a><\/strong>, even if he\/she displays outstanding professional skills or experience.<\/p>\n<h5 style=\"text-align: center;\"><strong>TOOLS<\/strong><\/h5>\n<p>The selection of the candidates who will be invited for an interview is based on the following application documents:<\/p>\n<ul>\n<li><b>Curriculum Vitae (CV)<\/b><\/li>\n<li><b>Cover letter \/ Statement of interests<\/b><\/li>\n<li><b>Diploma and other training-related certificates<\/b><\/li>\n<li><b>Employment certificate(s)<\/b><\/li>\n<li><b>References\u00a0<\/b>(if available)<\/li>\n<li><a href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Process-and-Sample-Candidate-Assessment-Form\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/en\/Employee-Recruitment-Process\/Selection-Process-and-Sample-Candidate-Assessment-Form\"><b>Job candidate evaluation form (<strong>guidelines<\/strong><\/b><strong>)<\/strong><\/a>\u00a0&#8211;\u00a0this selection tool allows for an assessment of the job candidates&#8217; skills in relation to the\u00a0<em>job requirements<\/em><\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><strong>PRACTICE<\/strong><\/h5>\n<p><b>1. A first reading of the job candidate&#8217;s CV<\/b>\u00a0allows for a\u00a0<em>first pre-selection<\/em>\u00a0of the candidates.\u00a0It avoids conducting useless interviews when the qualifications of a candidate clearly do not meet the basic job requirements (i.e. when the candidate does not dispose of all the necessary critical skills or exerience).<\/p>\n<p><b>The candidate&#8217;s &#8220;longevity&#8221;<\/b>\u00a0in the different positions he\/she has occupied also provides some useful information.\u00a0Very frequent changes of activity can indeed give the impression of a certain professional instability.<\/p>\n<p><b>2. The reading of the Cover Letter<\/b>\u00a0allows gaining an idea \u2013 going beyond mere technical skills \u2013 of the interests and motivations of the candidate in relation to the position and\/or the organization. The\u00a0<em>visual aspect<\/em>\u00a0of the statements, its\u00a0<em>writing<strong>\u00a0<\/strong><\/em>(syntax, orthography, etc.) and\u00a0<em>structure<\/em>\u00a0will also give an indication on some of the candidate\u2019s skills.<\/p>\n<p><b>3. The employment certificate<\/b>\u00a0offers the particularity of resorting to a\u00a0<b>tacit set of rules<\/b>\u00a0and a\u00a0<b>specific language<\/b>\u00a0that can vary from one country to the other.<\/p>\n<p><b>Attention! It should be emphasized that certificates can be ill-written due to the incompetence of the author, regardless of the candidate\u2019s actual skills and performance.<\/b><\/p>\n<p><b>4. The references<\/b>\u00a0mentioned in a CV may be used at the end of the selection process in order to decide between two candidates who offer equivalent profiles. They can thus prove useful for the recruiter in many respects:<\/p>\n<ul>\n<li>Checking the information provided by the candidate<\/li>\n<li>Collecting complementary information on the candidate&#8217;s proven\u00a0<em>skills\u00a0<\/em>and\u00a0<em>behavior<\/em><\/li>\n<li>Obtaining information relative to the person\u2019s\u00a0<em>social interactions<\/em>\u00a0and<em>\u00a0everyday life\u00a0<\/em>(relationships with the superiors, the colleagues\u2026) in his\/her previous job<\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><strong>EXAMPLES<\/strong><\/h5>\n<div>Here are a few examples of job requirements that may be regarded as\u00a0<em>critical skills<\/em>:<\/div>\n<ul>\n<li>A person who works in Zurich and has to deal with a customer bank in the UK may necessarily have<i>\u00a0to be fluent in English<\/i>.<\/li>\n<li>Similarly, a position may require\u00a0<i>a\u00a0<\/i>certain amount of years\u2019\u00a0<i>experience in a specific area.<\/i><\/li>\n<li>It can prove difficult \u2013 if not impossible \u2013 to obtain a\u00a0<i>work permit<\/i>\u00a0depending on the candidate&#8217;s\u00a0<i>nationality<\/i>.<\/li>\n<\/ul>\n<p>Such success criteria may be regrouped into a\u00a0<b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_job_candidate_global_evaluation_form_case_study.pdf\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_job_candidate_global_evaluation_form_case_study.pdf\">job candidate evaluation form (case study)<\/a><\/b>, an assessment tool that provides\u00a0<em>synthetic information<\/em>\u00a0on the quality of the candidates&#8217; application documents. At the end of the recruitment process, it allows setting up a relevant candidate ranking, thus easing the final selection.<\/p>\n<h5 style=\"text-align: center;\"><strong>SWISS LAW<\/strong><\/h5>\n<p>The Federal Act on Data Protection (DPA) stipulates that\u00a0<strong>the recruiter cannot use a job candidate\u2019s references without the latter\u2019s explicit agreement.<\/strong>\u00a0Please also note that it is possible for the candidate to allow the recruiter to contact some of his\/her references and not others.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The aim of an assessment of the job candidate&#8217;s application documents is to perform a first selection\u00a0in order to spot the candidates who will be invited for a\u00a0recruitment interview (guidelines). Please note that each company has its own\u00a0value system,\u00a0as well as\u00a0specific policies\u00a0that influence the way in which application documents are interpreted. In any case, the [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":404,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[140],"tags":[291],"class_list":["post-2883","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-recruitment-process","tag-hr-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Assess a Job Candidate&#039;s CV and Cover Letter - Sample Evaluation Form - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Assess a Job Candidate&#039;s CV and Cover Letter - Sample Evaluation Form - HR4Free\" \/>\n<meta property=\"og:description\" content=\"The aim of an assessment of the job candidate&#8217;s application documents is to perform a first selection\u00a0in order to spot the candidates who will be invited for a\u00a0recruitment interview (guidelines). 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