ESSENTIAL TIPS FOR EFFECTIVE RESUME SCREENING

I had lunch with a good friend recently, and we were discussing his recent promotion at work. The new promotion meant that he would now be a manager. His company had just started the process of hiring an individual who would report to my friend. During this discussion, he mentioned how he had never been tasked with hiring an employee and was struggling with figuring out how to best go about reviewing the large number of resumes that had been submitted by applicants for the new position.

Being the helpful friend that I am, I provided him with some best practices on how to review resumes.

This discussion got me thinking; there are probably many managers or supervisors out there who have no idea where to even start when reviewing resumes. Failure to ensure that the individuals tasked with resume screening are properly trained can lead to violations under equal employment opportunity laws and can also lead to companies missing out on the opportunity to add talented employees to their workforce. As such, below are some tips on effective resume screening.  

Be Objective in Reviewing Resumes

Objectivity is a fundamental principle in resume review. Objective resume screening is crucial to avoid biases that can lead to unfair or discriminatory hiring practices. Managers should be trained that they cannot take factors like age, gender, race, religion, or disability into consideration when reviewing resumes or any other documents submitted by applicants, such as cover letters. Instead, managers should be trained that all resume evaluation needs to be objective, which entails focusing on the qualifications and experiences outlined in the resumes rather than making assumptions or stereotyping based on an applicant’s name, photo, or any other personal information that may be provided.

Use a Qualifications Checklist to Narrow the Field of Applicants

Before a manager even starts the process of reviewing resumes, it is helpful to create a checklist, using the position’s job description, that details the absolute minimum technical skills, experience, and/or education required for the job. The manager can then use this checklist to initially sort through resumes. Ones that meet the bare minimum get put in the “consideration” pile, while the resumes that do not meet minimum qualifications can be excluded.

Look Out for Red Flags and Green Lights

After the first sort through, a manager should then evaluate the resumes again and look for potential warning signs or issues.

One warning sign in a resume can be mistakes and typos. Resumes with numerous typos or unclear, confusing language can reflect a lack of attention to detail. A lack of attention to detail in a resume could mean that the individual also lacks attention to detail in their day-to-day work, which is a problematic trait for any employee.

Another warning sign to keep an eye out for is word choice. If a resume only includes broad, ambiguous language, this can be an indicator of a lack of knowledge and experience. Terms like familiar with, participated in, team player, and results-oriented. Many times, these broad terms are used to camouflage a lack of experience, knowledge, or qualifications.

It is always a positive sign when an applicant takes the time to customize their resumes to ensure that they are emphasizing the skills and qualifications that are most relevant to the job your company is hiring for. A generic resume or a lengthy resume that provides experience that is not relevant to the job your company is hiring for can be a sign of a lack of interest in the position.

In this day and age, job hopping is quite common and can be a sign that the applicant is a driven and motivated individual. However, too many employers in a short period of time can indicate that the applicant is not a committed worker or that there may be issues in their workplace behavior or performance. Managers should take note of any resume that includes excessive job hopping.  

Be Rigorous, But Not Inflexible

While the fine details of a resume are important, a manager should not forget to analyze resumes in a broader context. Managers should differentiate between the essential skills and qualifications needed to do the job and the knowledge that can be learned in the workplace if the employee is hired. Some employees might not have the most traditional career path, but it does not mean that the applicant would not be an asset to the company. Managers should keep in mind that resume screening is just the first step in the hiring process. If an applicant piques a manager’s interest, move them forward in the hiring process.

Conclusion

Effective resume screening is far more than just a quick glance at an applicant’s work history; it’s a strategic and crucial first step in the hiring process. Remember, the goal of resume review is not to eliminate candidates based on arbitrary criteria, but to efficiently identify those with the highest potential to succeed in the role and contribute positively to your organization.

By: Cara Sheehan, Esq.

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