It can be difficult to gauge a job candidate's fit for an open position based purely on a one-page resume, but when you know what to look for, it's actually rather simple! There are some key indicators of a high-quality resume and some serious red flags that you should be on the lookout for when reviewing a resume.
In this blog post, we'll outline those key details to review on a candidate's resume so your hiring team can save time on the interview process and only move forward with the most well-suited job prospects!
Resume Formatting Matters
One of the first things you should look for when reviewing a resume is how well it is formatted. This can tell you a lot about the candidate's attention to detail as well as their technical skills.
For example, if a candidate has listed their work experience non-chronologically or they have formatted dates, addresses, or titles incorrectly, this could be indicative of poor attention to detail. Additionally, if a candidate has used an outdated resume template or their resume looks significantly different from the job application they submitted, this could also be cause for concern.
While there are many different ways to format a resume, candidates should make sure that their resumes are clear and concise, easy to skim, and free of any typos or grammatical errors.
If a candidate's resume is well-formatted and free of any obvious errors, this is usually a good sign that they will be able to follow instructions and pay attention to detail on the job.
Work Experience & Career Progression
When reviewing a candidate's work experience and career progression, you should look for a few key things:
- Are they employed in a role that is relevant to the position they are applying for?
- Do they have a steady work history or have they job-hopped excessively?
- Have they been promoted at their current or previous companies?
If a candidate's work experience is not directly relevant to the position they are applying for, you may want to consider whether or not they have the transferable skills required for the job.
For example, if a potential candidate is applying for a marketing manager role but their professional experience is primarily in customer service management, they may still have the necessary skills for the job. However, if a candidate is applying for a role in accounting but their only work experience is in sales, it may be more difficult for them to make the transition.
It's also important to look at a candidate's employment history to get a sense of their job stability and career progression.
If a candidate has held several jobs over a short period of time or they have long employment gaps in their job history, this could be a red flag.
If a candidate has held several jobs over a short period of time or they have long employment gaps in their job history, this could be a red flag.
Additionally, if a candidate has held the same position at their current or previous company for several years without being promoted, this could also indicate that they are not looking for new challenges or that they may not be capable of moving up within an organization.
Read more: Hiring For Retention During The Great Resignation
Education & Certification
When reviewing a candidate's education, you should look for a few key things:
- Do they have the necessary educational qualifications for the job?
- Do they have any relevant certifications or licenses?
- Have they completed any relevant coursework or training?
If a candidate does not have the necessary educational qualifications for the job, you may want to consider whether or not they have the necessary skills and experience to perform at the level necessary for this open position.
For example, if a job seeker is applying for a role that requires a bachelor's degree but they only have an associate's degree, they may still be qualified for the job if they have significant work experience in the field. If a candidate is applying for a role as a certified public accountant but they do not have a CPA license, they will not be qualified for the job.
Finally, if a candidate has completed any relevant coursework or training, this could also be indicative of their qualifications for the open position.
Skills & Knowledge
When reviewing a candidate's skills and knowledge, you should look for a few key things:
- Do they have the necessary skills and knowledge for the job?
- Do they have any relevant industry experience?
- Are there any gaps in their skills or knowledge?
If a candidate is applying for a role as a web developer but they do not have any coding experience, they will not be qualified for the job. However, if a candidate is applying for a role as an administrative assistant but they do not have any experience using Microsoft Office, they may still be qualified for the job if they are willing to learn.
It is also a red flag when a resume lists skills that are very relevant to the open position's job description, but the candidate has no previous education or work experience that uses those skills. This could be an indicator that the job candidate tweaked their resume for the application and is not, in fact, truthful with their skills.
Fact-Check When You Aren't Sure
If a candidate's resume is impressive but you have a gut feeling that some of the information given may be false, you can always fact-check the resume with some quick research.
For example, if a candidate listed that they are a 2015 Harvard Graduate, you can contact the college and verify the candidate's educational status or you can even hire a third party for education authentication matters.
Another quick and easy way to verify a candidate's resume is to check their LinkedIn page. While candidates may still be untruthful on LinkedIn, it is less likely since this information is public to their professional connections.
By taking the time to fact-check a resume in the first round, your hiring team will save ample time in the interview process later on.
Read more: The Dangers of Being Slow in the Hiring Process: How Companies Can Speed It Up To Attract Top Talent
Utilize Hiring Tools
There are plenty of automated tools available today to help with the resume review process.
Resume checkers and resume review software can be used to compare a candidate's resume against a job listing to see how well they match up. This is a great way to screen resumes and quickly weed out candidates who are not qualified for the job or who have tweaked their resumes to make themselves look more qualified than they actually are.
Hiring tools can also help to identify potential red flags in a resume, such as a candidate who has too many short-term jobs or who has large gaps in their employment history. These tools also cut the resume evaluation process in half so you can fill those positions faster than with manual resume checks.
By utilizing hiring tools, your team will be able to quickly and easily review resumes to find the perfect match.
Hire A Staffing Agency
Hiring a staffing agency can also help your hiring team catch those pesky resume red flags and build a pool of strong candidates for the interview process. Recruiters will take the screening process and resume assessment process off of your hands, so you can focus on running your business.
At firstPRO, we have a team of experts who can help your hiring manager review and evaluate resumes, so you can be sure you're only moving forward with the best and most qualified candidates. We also offer pre-employment screenings, such as reference and background checks, to help you verify the information on a candidate's resume.
If you're interested in learning more about how we can help your business, Contact Us today! We would be happy to answer any of your questions.
