MightyRecruiterAs you read through the resumes of potential job candidates, it is important not to lose sight of what you are looking for beyond the formal requirements of the position. In fact, you may even find yourself torn between candidates with similar skillsets if you do not learn to read between the lines during the employee selection process.
To simplify your work in this area, we have established a reliable two-part system for reviewing resumes and cover letters. Consisting of 11 tips all together, each section provides a series of yes or no questions accompanied by instructions on how to organize your results.
No matter how many resumes flood your desk, this system of evaluation directs your focus toward candidates who could become valuable assets to the organization, creating a more effective approach to the employee selection process.
Quickly Narrow the List of Candidates
The best way to cut back on resumes is to start with a series of questions designed to predict undesirable behavior in employees. Knowing what you don’t want in the workplace automatically reduces the list of candidates and sets a standard for hiring procedures in the future.
During this initial stage of the employee selection process, ask the questions listed here in the first four steps. For every time you answer yes, mark an X in the corner of the page and then proceed to step five.
1.) Does the applicant seem to be exaggerating the extent of his or her experience Someone who is comfortable lying on a resume might feel that lying is acceptable in the workplace as well.
2.) Does the applicant demonstrate negativity or blame Stay away from employees who have trouble tackling challenges with a positive attitude. This could encourage further dissatisfaction and put a strain on the productivity of your staff.
3.) Is the resume poorly organized or difficult to interpret Failure to present information in a concise and effective manner is not a good indicator of dedication and commitment.
4.) Did you find any grammatical errors or typos An employee who submits a resume filled with mistakes is not likely to be detail-oriented in the workplace.
5.) Take all resumes with one or more X and place them in the “out” pile for now. You can always come back to them at a later date if your primary candidates fall through.
Zero In on Top Performers
At this point of the employee selection process, you should be ready to assess the remaining candidates based on their qualifications. The questions listed here in steps six through ten will help you identify positive characteristics on each resume and organize them accordingly for a comprehensive evaluation.
Place a checkmark at the top of the resume every time you answer yes. Then proceed to the final step before presenting the top candidates to the rest of your team.
6.) Does the applicant provide at least one relevant success story based on the given job requirements
7.) Does the background of the applicant reflect the superior performance levels of a top employee
8.) Do the credentials of the applicant demonstrate a commitment to personal and professional development
9.) Did the applicant satisfactorily account for any gaps in education or employment during the past five years
10.) Can the resume or cover letter be considered creative, well-organized or impressive compared to other candidates
11.) Remove resumes that have no checkmarks and place them in a “back-up” pile. Put the remaining candidates in descending order based on the number of checkmarks you have recorded.
The Final Evaluation
When it comes to the employee selection process, these tips transform your search for the perfect candidate into a logical progression of evaluation. With little effort, you are able to clearly define three categories of employees for review.
The first category of resumes includes those with the most checkmarks, a collection of highly qualified candidates any organization would be proud to engage. However, the “back-up” pile provides an alternative source of employees if the position still cannot be filled.
Resumes in the “out” pile demonstrate questionable characteristics and should only be reinstated if all other options have failed. In some cases, businesses may prefer to recruit a fresh pool of applicants instead.
As you learn to identify resumes that highlight exceptional performance in the workplace, the growth of your business will multiply along with the dedication of your employees. Use the resources here at Mighty Recruiter to research additional tips on the employee selection process.