Good Candidate, Bad CV: How to Spot Hidden Talent

In today’s competitive job market, many highly qualified candidates are overlooked simply because of poorly written or structured CVs. A bad CV does not necessarily mean a bad candidate. Employers and recruiters must learn to look beyond formatting issues or missing keywords to identify true potential.

Look for the Substance, Not Just the Style

A well-designed CV is great, but it’s the content that matters. Look past minor formatting issues or typos to assess:

• The candidate’s experience and achievements rather than how they’re presented.

• Whether the skills listed match the job requirements.

• The progression in their career, even if it’s not perfectly structured.

Consider Alternative Sources of Information

• LinkedIn Profiles: Sometimes, a candidate’s LinkedIn page provides a clearer, more detailed picture of their experience than their CV.

• Portfolios or Work Samples: For creative or technical roles, reviewing a candidate’s actual work can be more insightful than their resume.

• Recommendations and Endorsements: Past employers or colleagues can validate a candidate’s skills and work ethic.

Conduct a Skills-Based Interview

If a candidate’s CV raises doubts but their experience seems promising, an interview can help clarify their capabilities. Ask:

• Can they discuss their experience confidently?

• Do they provide concrete examples of past achievements?

• How well do they align with the company’s needs and culture?

Use Assessments or Trial Tasks

For roles requiring specific skills, consider giving candidates a short test or assignment. This can be a better indicator of competence than a perfectly formatted CV.

Keep an Open Mind About Non-Traditional Backgrounds.

Some of the best employees come from unconventional career paths. Candidates with diverse experiences may bring unique problem-solving skills, adaptability, and fresh perspectives.

A weak CV should not be an automatic disqualification. Great talent sometimes hides behind poor formatting, missing keywords, or non-traditional career paths. By focusing on real skills, conducting insightful interviews, and considering alternative forms of assessment, recruiters and employers can uncover exceptional candidates who might otherwise be overlooked.