Often the first step in the hiring process is wading through a huge stack of resumes in order to decide who you want to interview. Keep in mind that a resume is only one small part of the individual that you are hiring. You can make the wrong decision if you don’t properly evaluate the person represented. It is very often said that good candidates can write bad resumes, and bad candidates can write great resumes. For one thing, bad candidates often have more experience at preparing resumes.
Still if you know what to look for, the resume can quickly provide you the information to accurately narrow your search. Here are some tips on what to look for:
- Start at the end! You will normally find the information the candidate least wants you to know towards the end of the resume. Probably their weakest point. If there is a glaring weakness here it can save time reading the full resume.
- Develop a checklist from your job description. This list should include company size, industry, computer software, number supervised, technical skill, and professional certification needed to do the job. Highlight on the resume the qualifications present and list those absent.
- Look at the dates of employment. You can find out many things from these dates. Look for gaps that might indicate short-term employment left off the resume. Or worse, non complimentary time away from the career. Dates that give years only instead of year and month can cover up a gap of several months. If it is a functional resume (no dates) be very careful, they are typically used by candidates with less than impressive stability.
- Look for accomplishments. A resume that lists contributions instead of just describing a position can give you insight regarding the candidate’s concern for the bottom line. Look for indications of being a team player, understanding the importance of the company’s goals, the willingness to work hard and concern for profitability.
- Look at how it is said, not only at what is said. Words like “knowledge of” or “familiarity with” or “education on,” usually are a cover-up for light experience. Be sensitive to errors or sloppiness. They can be indications of the person presenting the resume and how conscientious they will be at work. Be cautious, if the resume is professionally prepared it can be completely misleading. Professionally prepared resumes not only are grammatically correct, but usually contain canned phrases that sound nice but mean little.
- Look for what isn’t said. If a particular job normally includes a specific skill and this skill is left our on a candidate’s resume it may be an indication of experience that is too light.
- Don’t overlook the objective. A candidate technically qualified for a job but with desires that don’t fit the position or your company will be just as bad a hire as one without the technical qualifications.
- Personal items should show an interest outside work, preferably civic activities. Be sensitive if too much emphasis is put on outside sports, travel, and hobbies, etc. The candidate may be telling you that they do not have any time left for work, or at least, work is not a high priority.
- Review rejected resumes. After you have made your first pass, go back and review again. If any of these were rejected based on poor format or missing information, you may find out that a phone call is all that is need to fill in information that will uncover an excellent candidate.
Remember that a resume is only part of the information available to evaluate a potential employee. It is intended to show only the positive about a person. In fact, it is often said “a resume is like a balance sheet with no liabilities.” We hope these tips will help you get the maximum out of your time evaluating resumes.
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