How to screen pharma, medtech and health sector CVs

The hiring landscape has changed in 2025, with life sciences organisations facing a surge in job applications for fewer open positions. Recent market data highlights the scale of the challenge in the UK: applications per vacancy have soared by 286% year-on-year. In a single month, total applications processed can surge by 119% compared to the previous year.

This applicant influx is happening while the number of available jobs continues to fall. The Office for National Statistics (ONS) has noted consecutive quarterly drops in vacancy numbers. This imbalance creates a problem: more candidates are competing for fewer roles.

For employers and hiring managers, the resulting volume of applications can feel overwhelming, and an efficient process for screening CVs is vital to separate qualified candidates from the wider applicant pool.

The manual screening process

For many teams, the first step is a structured review by the recruitment team and the hiring manager. This approach relies on professional diligence and a clear understanding of the role. The process often involves several stages:

• Define selection criteria: The job description is the foundation and provides a list of essential and desirable qualifications and experience for the position. This list then becomes the benchmark against which applications are measured.
• Initial screening: A quick review can help categorise applications into three groups: ‘qualified’, ‘possibly qualified’, and ‘unqualified’. Performing this triage can help manage volume and focus attention on the most promising candidates.
• Detailed review: Candidates in the ‘qualified’ and ‘possibly qualified’ groups can be reviewed in more detail. This review looks for desirable qualifications, work history, and quantifiable achievements.
• Scoring system: A scoring system can formalise the review. Points can be assigned for each qualification the candidate meets, helping rank individuals based on their suitability.

Technology in CV screening

To manage high volumes of applications, many organisations now use technology to automate parts of the process and create a ‘qualified’ and ‘possibly qualified’ list, before human review. Tools can include:

• AI CV screening tools: These platforms use machine learning to evaluate applications, scanning for keywords and skills to rank applicants against the job criteria.
• CV parsing and skills extraction: This technology reads applications to identify and extract specific details like education, job history, and technical skills. This data forms the basis for analysis and ranking.
• AI-driven scoring: These tools score candidates against role requirements, ranking them to show who represents the best fit and allowing reviewers to focus on the top-ranked individuals first.
• Video interview platforms: Some systems allow job seekers to record answers to pre-set questions. AI can then be used to analyse skills and behaviours displayed in the recordings.
• AI recruitment software: These platforms may offer skills-based matching and talent intelligence engines, adding a layer of data analysis to the recruitment process.

Applicant tracking systems (ATS): Many of these tools are integrated within an Applicant Tracking System. An ATS is software designed to manage the recruitment process. It automates and streamlines tasks by tracking applications, parsing CVs, and managing candidate data in one place. Its features often include automated communication and analytics to help manage the hiring workflow.

Psychometric testing: Some organisations use psychometric tests to screen candidates. These tests are designed to assess personality, behavioural traits, and work styles. The goal is to gather objective data on a candidate's preferences and motivations to predict their suitability for a role and for the company culture.

The limitations of internal screening

Both approaches, whether human-centred or tech-driven, have disadvantages. Technology, from an ATS to an AI screener, can create an impersonal experience. A candidate may progress through several stages without human contact. Automated systems relying on keywords can miss talent. A CV with a different format, a non-standard job title, or experience from another industry may be overlooked, even if the candidate has the right skills.

Psychometric testing can be a blunt instrument, as the value of such tests depends entirely on their design. A candidate may answer questions based on what they believe the employer wants to hear, not on their true preferences, leading to a skewed profile. The best candidate may be filtered out simply by the way they interpreted a question.

A manual process managed by internal teams carries different risks, especially if those teams do not recruit full-time. Staff can experience fatigue when reading hundreds of CVs, leading to snap decisions or missed details. Talent can be overlooked by inexperienced reviewers who are not reviewing applications daily. This process can be overwhelming, and time spent on recruitment may detract from an employee's core responsibilities.

A specialist partner for CV screening

For many organisations, the most effective solution is to work with an industry-specific recruitment agency. This approach brings the best CVs to the top of the pile quickly, without overwhelming internal staff.

As a specialist UK life sciences recruitment team, at CHASE, we understand the pharmaceutical, medtech, and NHS markets. Our process is built on experience and industry knowledge, not algorithms. We use our expertise to parse individual CVs, looking beyond keywords to find the unique talent and experience that AI tools can miss. Our consultants meet candidates to assess their skills, experience, and personality, ensuring a better fit for your organisation.

A specialist recruitment agency like CHASE conducts rigorous market analysis and delivers only the best, hand-picked talent for your roles. Plus, CHASE offers the additional advantage of a ‘black book’ of top candidates based across the UK, opening up the talent pool to include candidates who may not be actively looking or applying for work but who are open to hearing from a trusted agency contact.

Best practice in selection

Whichever method you choose to screen CVs, if you need to conduct the process yourself, a professional approach is vital if you’re to get the best results. Three best practice tips to bear in mind include:

• Be objective: Focus on qualifications and experience. Ensure sensitive information is excluded from the review process to comply with anti-discrimination laws.
• Document your process: Keep notes on why candidates were selected or rejected. This documentation is helpful for future reference and for justifying decisions.
• Continuous improvement: After the hiring process, review the effectiveness of your screening methods and make adjustments for future recruitment, based on your results.

For specialist roles in a competitive market, a dedicated recruitment partner is often the quickest route to solving a hiring need. It removes the administrative burden and connects you directly with the qualified professionals you want to meet. If you’d like to speak to CHASE about your recruitment needs, just get in touch.

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