The online job market is like a river ripe for fishing. However, as a hiring manager you’re only interested in catching the best fish possible. The internet has allowed hiring managers access to a much larger talent pool than before, but that also causes problems when you don’t know how to sift through that pool to find the best candidates.
Not to mention that time is of the essence and you don’t have the luxury of reading each resume thoroughly. So what is a hiring manager to do? We’ve outlined 10 quick-and-easy steps to follow in order to develop a shortlist of candidates to interview.
After all, the end goal of the resume review process is to interview candidates to really dig into the details.
#1 Years of Experience
You already know how many years of experience the company requires the candidate to have, and it should be the first bit of information that jumps off the page. If the candidate hasn’t told you exactly how many years of experience they have, glance through their professional experience and add up the numbers.
#2 Academic Background
The candidate’s academic background is most often outlined either at the beginning of the resume or at the end. If you don’t see it right away, flip to the second page and you’re likely to find it at the bottom.
#3 Technical Skills
A plethora of positions require technical competencies with the digital age that we live in. If you specified technical skills in the job posting, they should be listed on the resume.
#4 Most Recent Role
What has the candidate been doing most recently? What is their current job title and how long have they been in this role? These are the three basic questions to answer when glancing through the candidate’s experience.
This is one of the most important steps. Has the candidate only listed job responsibilities, or have they actually made a difference within the company where they were employed.
You want to ensure the candidate is up-to-date with industry terms and keywords. You would’ve included the main keywords in the job posting, and so you should see them mimicked in the resume.
#7 Company Information
Candidates who really want the job will ensure to include information about the company in the cover letter. It is important to find a candidate who not only fits the job description for the role, but will also be a good fit within the company culture.
#8 Earlier Roles
The candidate has passed steps 1 through 7 – now it’s time to get a deeper understanding. You’ve already reviewed their most recent role, now it’s time to see the evolution of their career by examining their earlier roles. The key is to look for progression – you want a candidate who has proven their worth by receiving promotions internally or externally.
#9 Professional Development
For candidates who have been out of school for a few years, you want to see that they’ve made the effort to keep their skillset sharp. Look for internal or external training courses or certifications. You want a candidate who takes this type of initiative.
#10 Community Involvement
Finally, the last step is to review their community involvement. Does the candidate volunteer, do they give back to the community, do they have a work-life balance? Just like Step #7, you want to make sure the individual is aligned with the company culture and if your company places a large focus on these initiatives, you know the candidate will fit right in.
Use this 10-step format to help you narrow down the right candidates. If a candidate fails to pass one of the steps, don’t continue. Put that resume in the “No” pile and move on to the next. If the candidate makes it through all 10 steps, move them to the shortlist. Last but not least – be picky. Your company only wants to hire the best possible candidate for the role.