What is the criteria of judging a cv for a job in a few seconds?

In addition to Mr. Vinod's answer, I would add that there are some keywords which are searched by the tracking system such required skills and experience !

Thank You

Thoughts of a recruiter:

The or seconds it takes to read a resume seems to always generate a lot of controversy. Candidates comment on how disrespectful it is, how one can’t possibly read a resume in that time and some get angry at recruiters when we talk about this. I hope this article will help everyone understand how we do this. I realize that some still may not like it and will still be angry, but at least you can understand how it works.

First, let me say I’ve been a recruiter for years.  I’m sure I have reviewed over, resumes. I can’t prove this but I’m reasonably confident that this is the case, as this is only an average of about a day. I know many days I have reviewed hundreds of resumes and most in less than seconds. I would say the average is probably around5 to7 seconds.

So for the record when you hear or read about, “reading a resume in seconds,” that isn’t completely true. It is more than likely, “reviewed the resume in seconds.”

Here is my process for getting through’s of resumes in a short period of time. Others may have different ways and I welcome your comments.

I set up a hierarchy of certain “must haves” or you’re out, so at first I’m really just box checking. Generally,% of the time these are my knock out blows. There are exceptions to each of these, but I’m dealing with the/ rule. These are not cumulative times.  This is box checking, if I see any one of these as I scan your resume you will be excluded.

1. Location. If the client is in Los Angeles, CA and you aren’t – goodbye. Few if any clients want to relocate anyone in this economy, and I believe most shouldn’t have to. Especially in a huge metropolitan area like Los Angeles. If they do have to consider relocation the position has to require some very unique experience that few jobs do. I can do this in about1 second.

2. Industry. If my client is in banking and your background is primarily manufacturing – goodbye.  These two often are so different that the client isn’t open to considering such different industries. This works both ways, if you have a manufacturing background I’m not going to consider someone with banking.2-3  seconds to determine this.

3. Function. If I’m doing a sales search and your background isn’t sales – goodbye. Generally companies are paying recruiters to find them a perfect fit. We never do find a perfect fit, but we have to be very close. They don’t need a recruiter to find them someone in a completely different function.2 seconds to figure this one out.

4. Level. If I’m doing a VP level search and your title is “manager” and you have never been a VP – goodbye. There are exceptions to this, but again it is the/ rule. Again, clients pay me to find them the perfect fit. It is generally way too big of a jump from manager level to VP level, all other things being equal. It works the other way too. If  I’m looking for a manager and you are a VP – goodbye. I know you are qualified to do a manager level role, but it is clear you have grown past. Most clients and recruiters aren’t willing to take the chance that when a VP level position comes along that you won’t be gone. Less than5 seconds to figure out.

5. Recent Experience. There is some overlap on this one. If I’m searching for someone with international sales experience in the aerospace industry and the last time you held an international sales position in this industry was years ago and since then you have been in retail – goodbye.  I can find people with more relevant experience and that is what my client expects me to do.5 seconds to do this.

6. Education Like it or not, I will only work with people that have a college education and most of the time a master’s degree. This is mainly because, as I indicated before, I need to find the very best for my clients. I realize an education doesn’t mean by itself that the candidate is the best, but it is one qualifier of many. Also all of my clients require at least a BA.

7.Turnover. If you have had6 jobs in the last4 years, or have a track record of high turnover – goodbye. I realize there are good reasons for turnover and that falls into the% of the/ rule. I can’t define high turnover, but I know it when I see it.3 –5 seconds.

8. Functional resume. I don’t read them. It is obvious when one has a functional resume they are trying to hide something and I’m rarely going to take the time to attempt to figure it out.1 second.

9. Obvious things such as, spelling errors, poor format, errors in grammar, too long, verbose and rambling. If after reading it I still can’t figure out what you do, goodbye.5 – seconds

After all this, –% have been eliminated. If there are any left, then I will take the time to actually read  them in detail.

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Download our free Job Search Scorecard. Use this scorecard to assess the strengths and weaknesses of your job search. Then work on the weaknesses. CLICK HERE to download.

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Join our LinkedIn Job Search Networking Group for a lot more discussions, information and articles on your job search. Download a sample cover letter proven to work with recruiters and get your resume noticed. CLICK HERE to download yours. Over2, people have done this.

If this was helpful to you, please pass it along to help others in  your network. Consider adding it to your status on LinkedIn, posting on Twitter, or emailing the link to your network. Please help others if this helped you.

1) Experience

2) Knowledge

3) KRA

This is not my area of expertise.