By Team Edaiva
Last Updated : Aug 28, 2023
Sifting through a mountain of resumes to identify the cream of the crop is one of the most critical and challenging aspects of recruiting. With hundreds of applicants per job opening, how can managers spot those few shining stars that will propel the business forward?
While screening resumes can feel like a repetitive task, it presents a prime opportunity to get to know your candidate pool and make data-driven evaluations. Avoid making snap judgments based on subjective biases. Approach resume review as a chance to truly assess which applicants match the must-have qualifications.
Here are tips for how to systematically spot top applicants during the resume screening process:
Start by carefully reviewing the job description and highlighting the hard and soft skills that are absolutely essential for success in the role. This makes it easier to scan for these key competencies in resumes. Rank these deal-breaker competencies in order of importance.
For example, for a marketing manager role, crucial hard skills may include digital marketing campaigns, Google Analytics, CRM platforms, and project management. Important soft skills could be communication, collaboration, creative thinking, and organization.
Focus first on the core competencies you defined as vital for the role. Does the candidate have the necessary years of experience and specific skills listed? Do past positions and education align with these requirements? Disqualify applicants that lack the fundamental qualifications.
A typo-ridden resume with inconsistent formatting signals a lack of attention to detail. Candidates who showcase great written communication and organizational abilities indicate they can represent your professional brand well.
Look for steadily increasing responsibility and leadership roles that show progressive development. Applicants who display curiosity and continuous learning through side projects, courses, or conferences show the type of motivated self-starters you want.
While skills are critical, you also want team players that align with your values and work style. Look for evidence that a candidate will thrive in your environment, whether your culture is fast-paced or collaborative. Gauge their fit based on past roles, volunteer work, and other clues in their experiences.
Reduce personal biases by using data-driven insights. For more senior roles, look at metrics like team size, budget managed, growth rates, and quantitative achievements. For junior applicants, GPAs, relevant coursework, and academic projects can provide useful comparisons.
You can gauge someone’s judgment by their resume presentation. Highlight results-driven applicants who focus on impact and outcomes with concise, scannable bullet points. Generic or inconsistent formatting could indicate disorganization.prioritization skills.
like resume parsers can extract key information for side-by-side comparisons. Applicant tracking systems can filter for required skills and experience. Leverage technology to remove repetitive manual screening tasks.
Once you have a shortlist of qualified candidates, it’s time to dive deeper in interviews. Tailor questions to learn more about their achievements, analytical abilities, leadership potential, and ability to overcome challenges.
Design hypothetical scenarios related to your work to gauge problem-solving skills. Assign presentations or small projects to further assess their skills in action.
A strategic interview process combined with a rigorous resume screening helps assess candidates’ merits from every angle. Avoid judging strictly on paper qualifications. Look for the intangibles like passion, work ethic, and culture add that elevate a candidate from good to great.
With an ever-growing pool of applicants, resume screening is the key to unlocking access to the most qualified candidates efficiently. By taking the time to systematize your approach, you gain valuable data-driven insights that pay dividends in building high-performing, engaged teams.
A: The core competencies you defined from the job description should take top priority. Screen first for must-have hard skills like years of experience, technical expertise, education, and training. Soft skills like communication, problem-solving, and adaptability are also crucial.
A: It's recommended to screen 3-5 qualified candidates for every open position to have a strong hiring pool. If receiving hundreds of applicants, screen out unqualified resumes first before thoroughly reviewing 50-100 potential shortlist candidates.
A: To effectively screen a high volume of resumes, aim to spend 5-7 seconds reviewing for must-have qualifications and 15-20 seconds on shortlist candidates. Use speed reading tactics to scan efficiently.
A: Schedule brief 15-30 minute phone screens with the most qualified shortlist candidates before investing time into full interviews. Consider skills tests or assignments before interviews as well.
A: Watch for too-frequent job-hopping, employment gaps without explanation, spelling/grammar errors, generic or vague descriptions, and lack of measurable achievements/data for senior roles.
A: Define job qualifications first and screen all applicants for those. Use tools like resume parsers to make data-driven evaluations. Remove names and other identifiers until late in the process.
A: Some job requirements are flexible. Consider strong transferable skills or adjacent experience. Evaluate if missing qualifications can be learned on the job.