Agencies & Employers

CV screening for HR professionals and
organisation leaders in the recruitment space

Talent acquisition means you MUST avoid accidentally screening out brilliant people.

"The ICVRS provides in-house HR professionals and
third-party recruiters with an independent, and impartial
CV screening service."

Talent acquisition can be a tricky business full of complications
Hundreds of CVs to review together with extreme time pressures can lead to chaos and quickly turn things into a hot mess!

Our CV screening methods remove unconscious bias from the CV screening process. We match qualified candidates to job descriptions (as well as other candidate-to-employer-fit metrics). In addition we can assess candidates' social-value.

Post-transformation single-source recruitment
Using CV screening methods and specially developed dimentional indexing techniques, the ICVRS is able to review candidate CVs against job descriptions or person specifications to ensure good (qualified) candidates don't slip through the net and end up working for rivals.

Avoiding unconscious bias
We at the ICVRS understand the science behind the concept of unconscious bias and the major fault lines of race, gender, sexuality, disability and other social categories such as education and social class. We understand how implicit associations can and do impact on individual and group attitudes, behaviours and decision-making processes within an organisational context.

Weeding out SPAM CVs
Speculative and Pointless Applications without Merit

Our one step back approach ensures decisions are impartial and detached - our CV screening methods are based soley on a candidate's ability to do the job (taking into account relevant experience, knowledge, skills, education and personal development), their performance record and an impartial assessment of candidate potential.

Are you fishing where the fish are?
Tapping into candidates that have gained international work experience, know several languages and cultures, gained unique knowledge and expertise, and learned how to be successful out of their comfort zone can help:

- Build bridges between cultures
- Close international partnerships
- Extend a company's reach
- Share and teach expertise and knowledge
- Create or revitalise start-ups and boost profits

Are you global talent mapping?
For many employers life has become harder, leaner and meaner in the aftermath of the financial crisis. That's for certain.

As an employer your objective is to appoint the best person, as soon as possible and at the least cost - recession has made no difference to that equation, except that instead of looking for a needle in a haystack you are now looking for a needle in a dozen haystacks.

We welcome enquiries from employers, recruiters and
other talent acquisition professionals.

We offer full-scope CV review processes to include multiple level evaluation against job requirements

ICVRS STATEMENT
The ICVRS is satisfied there is no conflict of interest between offering a CV screening service to employers and offering a CV review service to individuals.


In exactly 4 weeks we'll be in Manchester delivering 2 jam-packed days of learning to over 400 of the UK's smartest and most switched on HR professionals.

We're closing the doors on ticket sales at 5PM NEXT THURSDAY,
(unless we sell-out before).

This is unlike any event ever held in the UK - you will not want to miss it (trust us),
e-mail us right now to register.

UPDATE: Sorry this event is now closed.

Attracting the best and the brightest people to join your company is the goal of any good leadership team, but finding those people requires serious creativity in your recruiting efforts.

Typically the strongest talent out there is going to be gainfully employed somewhere else. So the challenge becomes finding the people who are not out looking for a job or out browsing the classifieds. Then, once you find them, how do you compel them to apply to your company?

Define the job well
The more accurate a job description is, the closer a potential employee can be to what it is that you want. Even with all the relevant criteria, you will receive applications from people who don't match them all. Imagine the onslaught if there are less specific criteria.

Use various recruitment methods to find the right candidate
When looking for the best candidate for the job, don't use one method of recruitment because you will only be getting one type of candidate. Using a mixture will ensure that perfect candidate will apply for your role.

**** There is a fundamental and philosophical difference between using CV screening software and a 'manual' CV review process, which is the human equation. It does impact metrics of talent acquisition and candidate engagement.

Social Media Recruiting
You work hard to source a strong workforce and your strategies are getting smarter. You're exploring social media, you've built an employee referral program. But can you directly link your recruiting sources to successful employee performance?

Don't worry. Only 22% of organisations claim to have mastered this skill, according to a recent Analyst Insight report from Aberdeen Group.

But how do they do it? And more importantly, what's stopping the other 78%?

Which sourcing hotspots do recruiters like most?
How can you boost your effectiveness when sourcing from these places?
Why does the right technology - or the lack thereof - determine your sourcing success?

Candidates are not hanging out on social media crossing their fingers to have an employment conversation. The idea that recruiters are on social media, posting opportunities, and proactively seeking candidates out is completely foreign to the majority of candidates. Even on sites like LinkedIn, the grand majority of members have no clue that recruiters are paying thousands of pounds for high-powered search and messaging tools to sniff out their profiles, let alone more modern sourcing tools that help recruiters easily search across the entire Internet.

The etiquette of social media recruiting... requires tailoring communication to show candidates that you've done your due diligence before contacting them... you've read their LinkedIn profile top to bottom, you've seen the things they've been tweeting, and you can prove it by citing specific examples. Because of this, they are the perfect person you've been seeking out for this perfectly tailored opportunity for them.

With all this rich candidate information at our fingertips as, there's zero excuse for not taking some extra effort to tease out specific candidate tidbits to show them that they were specially selected for outreach. It will raise your response rates and enhance their candidate experience, ultimately helping your close rates. And besides, who doesn't like a little flattery to start things off on the right foot?

Social media recruiting has created the broad availability of direct communication channels to pretty much any candidate you would want to connect with. You can directly InMail, Facebook message, or Tweet nearly any candidate you're looking to connect with. And with a little elbow grease, you can probably sniff out their personal email address too.

These newly available communication channels require some different tactics
Whereas email communication is typically more formal, longer, and paragraph-heavy, the common mode with social media communication is short, frequent, and back and forth. Conversational to the core.

But sometimes this can be difficult when transitioning from a world of formally written job descriptions that are then broadcast across job boards and aggregators, or mass-emails to a CRM full of candidate CVs, to the emerging social landscape.

Tossed into the ice-cold lake of real-world business and being FORCED to swim
Prolonged time is the enemy of great recruiting. When a firm sees a recruitment project exceeding either four interviews or five weeks, then it's time to do everything possible to get the process expedited.

We've never seen the perfect candidate. We've seen a solid candidate write the perfect CV, but have yet to see the "perfect" candidate. Perfect candidates are not hired. Rather, they are molded through leadership and training.

Once an offer dips below a certain number (typically anything equal to or less than they are currently earning) that candidate feels under-appreciated, undervalued, and highly insulted.

If a hiring manager can't make a job enticing, they won't attract top talent

Powering content strategy

Advertising open positions on static company websites is no longer enough to attract top talent and raise awareness of employment opportunities. Candidates want to find content when they comb the Internet for employment and professional development opportunities and when they interact with their network. Although content marketing remains a challenge for many recruitment marketers, some simple steps can shift your content strategy into high gear.

2012 was one of the biggest years for recruiting technology. With all the consolidation and innovation, however, it's ironic that one major source of talent acquisition remains stubbornly resistant to change: the way companies find, communicate and work with search firms.

The oversight certainly isn't due to a decline in the relevance of third party recruiters. Despite the emergence of LinkedIn, recruiting agency usage is exploding.

Analysts' most recent report predicts that agency spend in 2014 (not including retained search), will more than double what was spent as recently as five years ago.

In reality, search firms have long proven to be one of the most effective sources for key candidates, and a great agency strategy augments a great recruiting team. The most forward-thinking companies have partnered with business units to create a shared vision of when search firms are to be used, a mutually agreed-upon process for ensuring accountability, and a common set of metrics to track performance.

Agencies are a smart part of any recruiting strategy when planned strategically on the front end rather than executed haphazardly (and expensively) on the back end. The nature of the strategy can vary. One company may use agencies only for rarely recruited roles, while another may choose to independently recruit for all roles, but agree with business units to turn to agencies when critical roles have been open for a set period of time.

Like any part of recruiting, there is no magic bullet, no one technology vendor and no set of agencies that is going to be the answer. Forward- thinking recruiting departments recognise the role agencies play in their process, and proactively create strategy, process, and measurement to ensure success.

Using LinkedIn to Recruit Passive Candidates
It's a fact that companies are still filling 80% of their jobs with active candidates - candidates who are actively seeking other employment. Yet, most of the A-playing talent is found within the passive pool, a much smaller pool. How in the world will you be able to hire quality passive candidates if they are not applying for jobs?

With the rising number of marketing choices facing recruiters, it is a massive challenge to know what works and what doesn't. Between the myriad of job boards, social networks, talent communities, and niche media outlets, it can make your head spin. And each day something new is being introduced that promises to deliver the best candidates on a silver platter right to your inbox.

Predicting job performance
Unless you hire everyone who applies, you are in the assessment business

Our review process is a step ahead because it measures a well-researched and proven predictor of candidate performance.

As long as we have been in business employers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance.

Magic is the art of illusion. That is, a magician creates illusions using sleight of hand that deceives the audience. Hiring decisions based on a number are sleight of hand because they lead people to think everything about a person can be reduced to a few digits. But anyone with enough years on the job and the professional savvy to systematically compare job performance to pre- employment test scores (i.e., studies... not stories) knows this is only part of the performance story.

Remember, HR is in the assessment business. The raw materials that get through your screen has direct effects on quality, turnover, productivity, legal challenge, and profitability. And that's a fact.

Is time for a shift from hope-filled keyword search processes to a research-filled capabilities evaluation?

The six second 'wonder-look' may be placing emphasis on the wrong data. This is reinforced by observations that 3 to 50 percent of hiring decisions are determined as a failure.

Companies that use evidence-based management for staffing process improvement achieve higher success rates.

Critical Review & Evaluation Processes

Test, re-test and split test
Our specially developed test, split test and re-test processes have the added advantage that they do not force a simple yes / no answer, but rather allow for degrees of opinion, and even no opinion at all. Therefore quantitative data is obtained, which means that the data can be analysed, compared and impact improvements made.

CV Robots - CVs are tested to evaluate the outcome when subjected to CV screening software.

Market research - in addition, detailed research in relation to candidate-to-job-fit for a specific post may also be undertaken.

How much is social media already playing a part?

With social media on the rise throughout the world, recruiters have been gifted a valuable resource in screening candidates with a treasure trove of information on candidates just sitting there for all the world to see.

Some key points: