A Quick Guide to Screening Resumes

Did you know that it takes an average of 23 hours to screen a candidate? A single job post receives an average of 250 resumes and about 78-88 percent of them don’t fit the job. After taking a look at these numbers, it’s safe to say that finding the right candidates is not easy. 

To help you narrow down the best from the rest, here are some important factors you need to account for when looking through resumes. 

Identify Your Ideal Hire

Before anything else, you need to have a clear picture of who exactly you need for the job. Create a job score and list out all the must-have skills, experience, and traits you’re looking for in your new hire. As a result, you’ll be able to keep track of who will fit best for the job.

Improve Your Candidate Experience

What separates top employers from the rest is the amount of thought and care they put into their employees. Ensure that every single applicant has an interview experience with you, regardless if they get the job or not. Always be communicative, clear, and transparent. 

Be Aware of Your Own Unconscious Bias

We all have our biases, even unconscious ones. We tend to gravitate towards people with whom we have something in common. It’s natural to get on with someone who’s from the same school, hometown or has similar interests as us. As a recruiter, it’s important to be aware of and regulate your biases. Or else, your preconceived notions can get in the way of a successful hire. 

After taking note of these important reminders, it’s time to look into how to properly screen your applicants. 

Best Practices for Screening Resumes

Although you can’t fully get to know a candidate through a CV, it does give a good indication of their potential. Looking through resumes gives you the full rundown of what they’ve been up in their professional careers. From where they studied to where they worked. 

Aside from looking out for the essential skills and traits you require in your new hire, there are other things you need to become aware of. Once you’ve put aside a pile of eligible resumes, it’s time to start narrowing down your choices. 

Here are some factors you need to look out for: 

Messy Resumes

How a resume is formatted and written can say a lot about a candidate. When you notice typos and grammatical errors, these could indicate the person’s lack of attention. This could be a red flag if you’re looking for professionals who require a keen eye for detail or superb writing skills. 

Job Gaps 

When looking through a candidate’s resume, it’s important to do a thorough examination of their past work experiences. Take note of dates, where they joined and left the company they were in. If there are some unexplained job gaps within their career’s timeline, ask about what they were up to at that time. 

Short Employment History

If a candidate doesn’t stay for a company for too long, this could be a potential red flag. While there are multiple good reasons why people hop from one job to another, it could also indicate how long they could last in your company.

Pay Attention to the Details 

One of the most important things to keep in mind while screening resumes are to keep a keen eye on each part of the resume. A glance won’t suffice. To select quality candidates, you need to look out for any potential red flags or traits that don’t fit the job criterion. Remember to be strategic, and objective during the hiring process.