The challenge of sorting CVs in Morocco

A job posting published on Jawb.ma or LinkedIn in Morocco can generate 100 to 500 applications in a few days. Sorting all this manually takes hours and exposes you to two risks: missing an excellent profile drowned in the mass, or selecting a candidate who looks appealing on paper but is unsuitable for the position. Here is a structured method to sort efficiently without sacrificing quality.

Before sorting: prepare your criteria

Sorting starts BEFORE receiving applications:

  • Elimination criteria (3-4 max): the sine qua non conditions without which the candidate cannot occupy the position. E.g.: specific mandatory degree, 3+ years of experience, proficiency in a key software, driving license
  • Ranking criteria (4-6): what differentiates a good candidate from an excellent one. E.g.: experience in the same sector, dual skillset, certifications, additional languages
  • Bonus criteria (2-3): the plus points that are not decisive but add value

The 3-pass method

Pass 1: Eliminatory sorting (30 seconds per CV)

Objective: eliminate clearly off-topic applications. Check only your 3-4 elimination criteria:

  • Does the candidate have the minimum required degree?
  • Does he/she have the minimum requested experience?
  • Is he/she based in the right geographic area (or mobile)?
  • Does he/she master the non-negotiable technical skill?

Result: you eliminate 50-70% of applications in less than an hour.

Pass 2: Scoring (2-3 minutes per CV)

On the remaining CVs, apply your ranking grid:

  • Assign 0, 1 or 2 points per ranking criterion
  • Quickly note it in a spreadsheet or in your recruitment tool
  • Do not read the entire CV in detail: scan the relevant sections

Result: an objective ranking of the remaining candidates.

Pass 3: In-depth reading (5-10 minutes per CV)

Take the 8-12 best scores and read in detail:

  • Consistency of career path (logical progression?)
  • Concrete and quantified achievements
  • Stability (duration in each position)
  • Fine fit with company culture
  • Quality of CV presentation (care, spelling)

Result: a shortlist of 5-8 candidates to contact.

What to really look at in a CV

Positive indicators

  • Quantified results (figures, percentages, volumes)
  • Career progression (increased responsibility)
  • Skills demonstrated by achievements (not just listed)
  • Recent training/certifications (candidate who is training)
  • Relevant extracurricular activities

Warning signs (not eliminatory but worth digging into)

  • Unexplained gaps of more than 6 months
  • Frequent changes (less than 1 year per position, 3+ times)
  • Career regression without apparent explanation
  • Over-selling CV (inflated titles, vague terms)
  • Inconsistencies between dates or stated skills and career path

Common sorting mistakes

  • Eliminating based on CV format: a poorly formatted CV can hide an excellent profile (especially technical profiles)
  • Requiring 100% of criteria: an 80% trainable candidate is better than waiting for the 100% who will not come
  • Relying on the prestige of the school: a graduate of a top school is not automatically better
  • Eliminating based on age: discriminatory and deprives you of excellent experienced profiles
  • Neglecting unsolicited applications: they often show more motivation
  • Reading all CVs in detail: impossible beyond 30 applications, use the 3 passes

Tools to speed up sorting

  • Screening questions: add 3-5 questions in the application form (Jawb.ma allows this). The answers filter automatically
  • Scoring spreadsheet: Excel/Google Sheets with your criteria in columns and candidates in rows
  • Jawb.ma recruiter dashboard: application tracking, tags, notes and statuses
  • Keywords: search CVs for key skills with Ctrl+F

Telephone sorting (pre-screening)

After sorting CVs, a 10-15 minute call allows you to:

  • Verify actual availability
  • Confirm salary expectations (within your range?)
  • Assess oral communication and language level
  • Verify motivation (is the candidate still looking?)
  • Clarify an unclear point in the CV

Gain: you eliminate another 30-40% of candidates before the in-person interview.

  • J+1 after publication: start sorting (don't wait until you have all applications)
  • J+3 to J+5: pass 1 completed, telephone pre-screening launched
  • J+7: shortlist finalized, interviews scheduled
  • J+14-21: interviews completed, decision made

Conclusion

Sorting CVs efficiently is a skill that can be learned. With criteria prepared in advance, the 3-pass method and suitable tools, you can process 200 applications in 2-3 hours without missing the best profiles. Post your offer on Jawb.ma and use the integrated screening tools to save time.