Okay, okay . . so you’re not doing a whole lot of hiring right now. Understood. But, do you really want to wait until you’re buried in recs to learn some tips on how to deal with that stack of resumes? That’s what I thought.
So many times we talk about the things potential candidates need to do to get their resume noticed in a stack, I wanted to take a moment and talk about how hiring managers can sift through all of the resumes they get and find the true gems of potential employees.
First, it’s important to remember the purpose of screening resumes…to select those individuals that you want to interview. Some hiring managers make the mistake of agonizing over every little detail in a person’s resume. If you see a resume that you want to explore further, invite the candidate in for an interview. This will give you an opportunity to learn more about them. A resume is only a summary of a person’s experience. It’s not the end-all/be-all of candidate information.
Here are 3 steps you can use in screening resumes:
- Did the person follow instructions? For example, if you asked for a resume with salary history, did you get it? Nothing is more frustrating that asking a person to follow a set of instructions and not have your wishes complied with. If they can’t follow directions in sending their resume, will they be able to follow directions on the job?
- Is the resume organized? It’s not too much to ask for a couple pieces of paper that are typed, neat, and free of typos. This is a document that most people perfect over time, so it ought to look like it. Once you toss out all the candidates that can’t follow instructions and are completely unorganized, then look at what’s left.
- Does the candidate’s education and work experience fit the job description? Forget who has coolest experience or went to the best college but honestly focus on who has the experience that fits the position. I’ve seen a lot of hiring managers go gaga over resumes that have fabulous experience but it really doesn’t fit the position you’re hiring for.
Think Goldilocks when you’re screening resumes – don’t bring in people who have tons more experience than you can afford or less experience than you need. Find that person who is in the ballpark, bring them in, and get to know them a little better. That will help you find the person who is just right for your company.
Wally Bock says
Great post. The time to prepare for the tsunami is way in advance, not when you notice the big wave offshore.
Rob says
Good post. I have been enjoying how different HR pros value the resume process and yours exercise restraint. The irony is that it seems more and more that what is usually perceived to be a personable side to business, HR has very objective functions more than managers in some cases.
I guess an ATS would help support your suggestions. What’s your opinion on current ATS tools available? I have my argents for and against an ATS in general but mainly because many of the products in the market today don’t need the needs of HR.
Jeff says
Did the person follow instructions? For example, if you asked for a resume with salary history, did you get it? Nothing is more frustrating that asking a person to follow a set of instructions and not have your wishes complied with. If they can’t follow directions in sending their resume, will they be able to follow directions on the job?
You have to keep in mind some screening process are invading privacy. Especially questions regarding your pervious financial gains.
A nosy recruiting process is often frustrating good candidates. If you want sheeps who follows it could be fine fine, but if you want wolfes that hunts down business for you I think you are out of tracks.
Greg says
I have to agree with Jeff.
HR has been using the previous salary history as a tool that allows them to snoop into information that is not required as a part of the job. They claim too often that this allows them to see if the experience level is commensurate with the positions need. Bullshit. They use it as a tool to weed people out, or to narrow the range they will pay for a qualified candidate. Salary history is between me, God and the previous employer….oh and the tax man too. If you want a qualified employee, pay them a wage that is considerate of their experiences and skills….otherwise they will simply become gone……..at a most inopportune time….
Sharlyn Lauby says
Hi Greg. Thanks for the comment. I’m not a fan of snooping into people’s salaries either. However in my experience, I’ve seen candidates make poor decisions because they do not have a realistic view of the salary they are accepting.
For example, I’ve seen candidates who made over $100,000 in their last position take a $10.00/hr job and wonder why they can’t make ends meet. Then after the company has spent literally thousands of dollars training that person … they quit. This is clearly a lose-lose for the employee and the company.
On the other hand, I’ve had candidates who made $100,000 and over time downsized their life so they can take the $10.00/hr job. Makes total sense.
Asking the question is less about HR snooping and more about making sure the candidate has thought out the salary and benefits of the position. All that being said, you are spot on that companies need to pay a competitive wage to attract and retain good workers – that’s a message I’ve been sharing for years on the blog.