How to Choose the Best Resumes
So you are preparing to hire a new employee. First you create a job description and post it to various websites, and then you begin to receive resumes from several hopeful individuals. Soon you have to figure out who you want to call for a phone interview, which then determines who gets a first, second and possibly third interview. Before you jump ahead to the interview process, you need to weed through your applicants’ resumes and toss anything that raises a red flag. What are those red flags? Keep reading to learn which resumes should be eliminated immediately as summarized in the article, “Why I Tossed Your Resume,” from The Chronicle of Higher Education.
1) The applicant’s experience doesn’t match the job description– If the resume does not even meet the minimum criteria, whether it’s years of experience, GPA, education or what have you, than it should be immediately excluded. It’s likely that those resumes will stop with HR and won’t make it to the person hiring. Either the applicant didn’t read the job description carefully or rather they are passing out their resume to all hiring companies and hoping for the best.
2) Spelling and grammar – Poor English is a sure-fire way to get your resume tossed in the trash. You can never read through your resume enough. “Misspellings signal laziness, inattention to detail and just the overall sense that you aren’t taking this seriously,” the article states.
3) Look for resumes tailored to your job description – Applicants who take the time to highlight and expand upon areas of their resume that match the job description criteria are worth paying attention to. This strategy shows that the applicant is serious about their job hunt and paying attention to the job expectations.
4) Catch a lie – Eventually through the entire hiring process you will catch an applicant if they are lying. It’s a small world and it’s easy to ask around or check references to learn if the resume is accurate.
5) Common language is a good sign – If the resume states specific programs, terminology or protocols as mentioned in the job description, that’s impressive. Not only does this mean the applicant is probably qualified, but it also means the individual spent time researching your company and the position requirements.
6) Watch for fluff – Resumes using common descriptive terminology rather than concrete experience are lacking. These phrases are used when attempting to fill an entire page. While some of these fillers (like dedicated employees, hard worker, or people-person) may be true, they don’t show experience. Those traits will appear in an applicant’s interview. To initially stand out, individuals who skip the fillers and focus on past experiences are potentially great new hires.
Resumes are the first thing you see, before a face or a conversation. So if an applicant doesn’t take the opportunity to knock you off your socks, then they may not make it to the first interview. Hopefully this will help make your hiring search less stressful and more productive. In the next few weeks you will learn some interviewing tips you can use to further narrow your employee search. If you have any questions, please contact your BenefitMall Sales Representative.