Evaluating Job Applications with Confidence

If you’re hiring for your team or business now, or planning to in the future, you’ll likely receive applications from a diverse range of candidates, each bringing different levels of experience and fit for the role. The more applications you receive, the more time consuming it can be, and the less time you can spend reviewing each one. In the early stages of a recruitment process, you may need to tackle the quantity issue before you get to the quality.

To avoid being overwhelmed by all those CVs accumulating in your inbox, it’s worthwhile to have a method for identifying high-quality applicants. Whether you are running a finance and accounting recruitment process in-house, or are working with an external HR recruiter to build your people and culture team, it helps to recognise what makes a job application stand out.

Here, we outline the clues to look for in a job applicant’s CV and cover letter that indicate their suitability for an interview. Using this checklist allows you to quickly and accurately review applications without having to read them in their entirety – saving you a lot of time in the process.

1. Essential Qualifications

Qualifications are typically non-negotiable for most roles and they should be easily spotted on a job application. Qualified accountants and HR professionals will confidently list their credentials, so if the essentials are missing, it’s likely a sign to quickly move on.

When you do see a suitable qualification listed in a job application, also look out for evidence of additional training in the form of industry certifications and post-graduate study, particularly if you’re hiring for a senior role. Whilst these are best evaluated in the wider context of the application, additional training can suggest an applicant’s aptitude for continuous learning.

2. Demonstrable Achievements, Skills and Behaviours

A strong job application will go beyond listing the responsibilities for each role. Exceptional applicants will clearly highlight the results they’ve achieved. Look for action-oriented language, such as “delivered,” “increased,” or “implemented.”

Specific achievements – like “reduced operational costs by 20% through process improvements” – show how the applicant added value in their current or previous roles. These concrete examples can help you gauge their potential impact on your business.

When an applicant outlines their achievements in past roles, they’re also providing you with evidence of their skills and behaviours, which are crucial for identifying their cultural fit. Consider these examples:

1. Achievement in a previous HR role: “Led a team of five to successfully deliver a talent acquisition campaign, filling all positions within four weeks and under budget.”

Skills Demonstrated: Leadership, communication and recruitment expertise.

Behaviours Demonstrated: Collaboration, time management and accountability.

2. Achievement in a previous Accounting or Finance role: “Developed a monthly forecasting model that improved budget accuracy by 15% and supported better decision-making across three business units.”

Skills Demonstrated: Financial analysis, forecasting and advanced Excel proficiency.

Behaviours Demonstrated: Analytical thinking and proactivity.

3. Core Keywords

Does the applicant speak the language of the role? An attentive applicant will make an effort to include keywords from your advert or job description in their cover letter and CV. Most importantly, when they do this, it should make sense and not just sound like they’re stuffing words into their application.

In the proper context, phrases like “financial forecasting” or “employee relations” suggest an applicant’s understanding of the role based on experience. Also look out for skills-related keywords, such as the name of a relevant software programme (e.g. QuickBooks or Sage) or knowledge of sector-specific regulations (e.g. Up-to-date employment law knowledge or Right to Work).

4. Correctness and Accuracy

Incorrect spelling, poor grammar and poorly spelled names are red flags that can instantly undermine a job application. If the errors are extensive, it’s best not to waste your time.

An error-free job application signals attention to detail – critical for any role in accounting, finance and HR. Missing information, like employment dates or job titles, can indicate carelessness or gaps in experience. Keep an eye out for dates and timelines that don’t match within an applicant’s CV, including their qualification attainment date and job history.

5. Conciseness

A well-written job application strikes the balance between necessary detail and getting to the point. Cover letters and CVs should be clear, easy to read, and not overly wordy.

Rambling applications don’t make for a stand-out candidate, but neither do those that are too vague. Look for applicants who can convey their key points in one or two sentences, as this often reflects strong communication skills.

6. References

Obtaining references that offer insight into a candidate’s performance can be tricky, and many employers will decline to give specific information about an individual.

In these cases, consider references or statements from academic mentors, internship supervisors, or even volunteer coordinators, as they can still speak about the applicant’s abilities and character.

7. Interest in the Role

Cover letters can be a window into a job applicant’s motivation and interest in the role. Look for specific references to your organisation that show they’ve done their research before applying. For example, these could be mentions of your organisation’s mission and values or recent achievements.

The tone and language of a cover letter can differentiate an average job application from an exceptional one. A generic or overly vague cover letter, on the other hand, could suggest a lack of genuine interest.

Summary

By focusing on these six key areas, you’ll be able to spot high-quality job applications with confidence. Most of these clues can be quickly identified within seconds of reading through a job application. Keeping these factors in mind will help you stay focused whilst reviewing potential candidates and enable faster decision making in your recruitment process.

The right candidates will consistently demonstrate their skills and present themselves in a professional, polished way. These traits often make the difference between a good hire and a great one!

Get Support for Identifying Excellent Candidates

We hope our guide assists you in effectively identifying job applications to find your top candidates. Careful and accurate upfront screening gives your recruitment plans the best chance at success.

Having an experienced recruiter who understands the nuances of the role and in handling many applications can help you make the right hire sooner without sacrificing quality.

Our team of HR recruiters and accounting and finance recruitment specialists have supported hundreds of companies by screening candidates for roles from graduate to executive level. With our expertise in assessing job applications, we’ll quickly identify the most qualified candidates, saving you valuable time from the start. Contact us today for help with building your team.