How Tech Recruiters Scan CVs

Have you ever sent out job applications for a tech role that perfectly matches your skills, only to get no response or rejection? It’s like your CV either disappeared into a void, or it did not create the impact it should’ve after landing in the recruiter’s inbox. If that sounds familiar, this post is for you. 

As a tech recruiter, my job involves scouring the web and reading through hundreds of resumes to discover the best talent out there. In this post, I’m going to share what makes a resume stand out and triggers the “let’s talk” response from recruiters.

How Tech Recruitment works:

As tech recruiters, our goal is to find candidates that match the JD/role as much as possible. Depending on factors like role, title, seniority, and location, we gather and receive profiles from job portals, listings, and social media. 

After collecting, comes the mammoth task of reviewing the CVs. The job is to quickly scan the resume and pick out information that meets the requirements. We try to gather as much as we can from the first impression and then summarize it and note specific details into the database. 

When things get busy, I find myself reviewing anywhere from 100 to 200 applications daily, depending on the roles we’re scouting for. For software professionals and other niche roles, these figures tend to drop. But a Backend role that’s frequently advertised can garner about 40 applications every week!

ATS has changed the game?

With Applicant Tracking System (ATS) and other resume parsing tech, the process of collecting CVs and feeding data into databases is more or less automated now. These tools are designed to improve recruitment processes of organizations by extracting relevant information from resumes and driving accurate decisions.

However, as technology progresses, candidates are smartly leveraging it too. The shotgun approach is in vogue—sending out picture-perfect resumes crammed with keywords. Regardless of whether they’re underqualified, overqualified, or disinterested, they’re taking a shot. 

Candidates still beat ATS on its game as of now. However, ultimately the profiles come down to tech recruiters. 

Let me walk you through things that most recruiters focus on when they’re scanning those CVs:

The Must-Have List

To simplify our task of reviewing hundreds of CVs for a role, first and foremost, we focus on the core of the position. We create a set of essentials, the non-negotiables. Depending on the role and the company we’re hiring for, this list includes different tiers of skills, experience, location and education requirements. 

For example, a lot of freshers will apply for senior/lead roles that require minimum 4 years of experience. If they have relevant work experience and skills, I typically refer them to our entry-level positions, or place them in the pool of potential candidates for future junior positions. 

Non-local candidates also raise concern if the role is on-site. We would consider discussing their stance on relocation before progressing too far. In most cases, if the candidate doesn’t meet certain criteria outlined in our must-have list, it gets automatically sorted into the “Rejected” stack.  

The Red Flags: 

When sorting through resumes, experienced IT recruiters spot red flags quickly. For example, typos and grammar errors indicate a lack of attention to detail. A generic resume shows a lack of effort. On the other hand, keyword stuffing also raises concerns. 

Resumes that delve into personal matters or share irrelevant details also detract from the professional image we’re seeking. Ambiguous language can obscure a candidate’s true capabilities, leaving us questioning their expertise.

CVs with these red flags standout during the screening process and often land on the “Rejected” pile.

Skills and Technologies

When hiring Software Engineers, Data Analysts, Developers and other tech roles, resumes that list candidate’s tech skills and tools upfront are preferred. That’s because they really make our job easy. 

It’s the most relevant stuff on a tech resume, so keep it in the front and center. Candidates can include an overview of Languages, Frameworks, Databases, Certifications and any other important information that is relevant to your role.

Work Experience

In this section, my attention is naturally drawn to their last company. If the candidate has recently worked for a reputable, top-tier company, that ofcourse boosts their credibility. Likewise, candidates showcasing ample experience within the same or a related industry is another great sign. 

Besides that, we focus on achievements, longevity, career growth and the candidate’s skill in articulating them clearly and succinctly. Did they successfully complete projects? Is there consistency in terms of responsibilities and roles? Do they have experience collaborating within cross-functional teams?

Also, numbers are easier to grab attention than words. Yet, in reality, most resumes don’t include numbers. When you clearly state the quantifiable impact you made in your previous job, it gives me a solid reason to reach out. It can be the team size, lines of code, project earnings, user counts, support tickets resolved and many others!

Education

When it comes to freshers and students on the lookout for internships, their education background carries significant weight. If the role demands a specific degree or university, we pay attention to that. Fresh graduates from premium tier-1 institutions are preferred by most organizations hiring tech talent. 

For certain tech roles, the GPA and certifications are also significant. Plus, I woud check if the graduation year lines up with the earliest work experience to figure out if there’s been a career switch in there. However, in case of experienced professionals, I usually move straight past this section.

Projects and Links

In most cases, tech recruiters click on project links in CVs, as it helps us understand your work and your preferred domain. Techies often add links to their Git Hub, Stack Overflow, Hackerrank, personal websites and technical blogs. 

But what takes it up a notch is when a CV includes some background about the project and shares why it’s worth a look. Dive into the interesting aspects of the project, the practices you employed, and the challenges you faced while crafting it. Instead of merely sharing a blog link, toss in those tech article links that best align with the role you’re applying for. 

Side projects testing out new tech and fresh tools also add brownie points to a candidate’s profile. As tech is constantly evolving, tech teams value individuals who take the extra step to stay in the loop. 

Personality:

While you should always focus on aligning your CV to the JD, adding a bit of your personality in your resume can actually work in your favor. The idea is to let the recruiters get a feel for who you are and leave them eager to chat with you. While this won’t single-handedly secure you the job, it could pique the recruiter’s curiosity about you. 

I would recommend having a brief section to highlight your hobbies, throw in some fun facts, or showcase your involvement in organizations and charities. But remember, moderation is key—don’t go overboard. If your resume format allows, consider placing these details at the bottom or on the side.

Bottomline:

As we sift through resumes, each resume tells us a unique story about a candidate’s professional journey. And just as each resume is unique, each recruiter would have a different approach when they’re scanning through profiles. However, most recruiters would zero in on these important bits and dimensions I’ve mentioned above. Ultimately, when a resume is almost aligned to the job description and radiates passion and expertise, recruiters would not let it slide!