At IdealTraits, we understand the struggles you face when recruiting for new talent. The time spent writing out that perfect job ad to attract candidates, advertising to cast a wider net, interviewing hopeful candidates who may or may not fit the position for your office.
However, this isn’t all you do. You also go through a mountain of resumes. It’s long and it’s tedious, but oh so important when trying to find someone with the skills and experience you desire.
Here are some tips to help you go through your resumes thoroughly, yet quickly.
Curlicues and fancy graphics resume: It’s fine to have graphics, but is it a distraction? If the candidate has a background in graphics and design, this is understandable, otherwise, it may be distracting you from seeing what they have to offer in terms of relevant skills and experience.
Address: location needs to be compatible with the candidate. Make sure they understand where the position is located. Out-of-state candidates may not have realized where they applied.
Words like “Savvy,” “Senior-level,” “Strategic”, “Results-oriented professional”, “Motivated self-starter”, and “Profit-focused” may seem impressive, but they really do not tell you if they will be a good fit. If a candidate is praising themselves for being “Profit-focused”, ask them in the interview what it means.
Are their skills compatible with your position? When looking to bring on a new staff member, you want to make sure the skills the candidate has are well-suited to your needs.
Are they putting every job they have had since high school? Do any of these jobs fit the criteria? A resume doesn’t have to be 1 page, but it shouldn’t be 7 pages either. If a candidate is serious about working for you, they should be able to effectively put together a resume that is pertinent to what you are looking for in your office.
Accomplishments vs duties/tasks
Have they listed any accomplishments or is it just tasks and duties? You want to see if they have achieved accomplishments in their career. If they do not have it listed on their resume, ask them in an interview. You want someone who values their career and wants to move to the next level, not someone just looking for their next job.
Do they list the industries they have worked in? Do the industries apply? If you are looking for an insurance sales representative, you should see one or more of the following: sales, banking, real estate, and, of course, insurance.
Are they using jargon or slang in their resume not understandable or not compatible with the position applied? If a candidate doesn’t understand the importance of communicating in a clear and universal fashion, they may not communicate effectively with your clients.
A generic, say-nothing Objective like “My objective is to support a growing company” or “My objective is to expand my skills.” These are pointless, bland generalizations that do not distinguish the candidate from any other. If they use an Objective/Summary, it should tell you what the candidate intends to do next and how or why they do what they do.
Did the resume tell their story effectively? A resume is the candidate’s first impression. It should tell the story of the direction of their career path, explain where they hope their career will go, or why they have applied to your position.
With these tips, you should be well on your way to finding that “Ideal” candidate.
If you have any additional questions regarding this article please feel free to reach out, we are here to help.
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