to screen applicants’ CVs on the basis of the types
and levels of skills they find most important in the hiring decision. This paper takes account of the two stage recruitment
process by investigating how graduates’ chances of getting
invited to a job interview vary with the attributes on their CVs and how their chances of getting the job depends on the
actual skills they possess. This two stage process allows us
to make inferences about whether employers’ priorities in
the CV screening stage match their priorities in the hiring
stage.