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.