Tips and Tricks to Narrow Down Job Resumes

A large stack of resumes can be intimidating when making a major recruiting choice. Choosing the right candidate becomes impossible with this large pile of job resumes. A long list of candidates can be considered a boon but at the same time creates confusion and chaos. This confusion and chaos can also lead to the recruitment of the wrong employee. And remember, a wrong employee is more dangerous than a less qualified employee. 

To save you from the hefty work of recruiting, we have a few tips and tricks that will help you narrow down job resumes

Tips and Tricks to Narrow Down Job Resume

Look For Accomplishments In Work Experience

The work experience section is undoubtedly the most important part of the resume. It is the most crucial criterion for the recruiter to understand a candidate’s work path. Every job seeker will have varied work experience, but no matter what experience they have, there are several ways to showcase their proficiency. 

As a recruiter, you must look for the accomplishments of candidates, instead of the roles and responsibilities. It is crucial to know what value they have provided in their previous company and what skills they acquired while working there. This will help you comprehensively evaluate their potential. Well-informed candidates won’t shy away from showcasing their accomplishments in a proper format. 

For candidates without any prior work experience, you may want to look for related volunteer experience.

Scan Their Skills 

The main aim of the hiring process is to find talented people who can bring value to your company. Employers usually have a list of desired skills in addition to a list of required qualifications. It is imperative to give priority to adequate skills first as they will help the employee execute the job and fit into the company culture. 

As a recruiter, you must look for skills in resumes that coincide with the job description. You will find resumes with ten great skills but, you must look for the most relevant ones. You can also look for soft skills, they may not be required for the job, but they will benefit the company.

You can certainly skip this stage if you are seeking candidates for job positions that offer on-the-job training.

Keep An Eye On Keyword Stuffing

Candidates who aren’t qualified for the position try to enter the job race by packing their resumes with industry keywords. They believe that if they use enough of these keywords in their resume, they will get through the recruiting process. This trick works quite often if you sort out the resumes with an applicant tracking spreadsheet. The keywords are the only impressive aspect of their resume. 

A right and well-informed candidate will use the appropriate keywords in the right places, such as job descriptions and accomplishments.

Check for Customized Resumes

Candidates may submit generic resumes to several jobs at times. The resumes have a lot of unrelated experience to the position you’re advertising for, so it’s easy to discern which ones these are. Such prospects are uninterested in the job and will not be worth your time and attention. 

Instead, look for candidates who ensure that their resume is customized according to the job position. You will find the resume of such candidates packed with information relevant to the job position. Customized resumes present the idea of a candidate who is genuinely interested in showcasing the best version of themselves to you.

Inaccuracies and inconsistencies in employment dates can also help you in narrowing down the resumes. Since some candidates may have bounced around from job to job, unable to settle down – which can be a red flag for organizations searching for permanent employees. 

Check for Employment Gaps

Gaps in employment on a resume can be a matter of concern however, recruiters should also allow any qualified candidates to discuss significant gaps in their work history on their resumes.

A candidate may have gone unemployed for a length of time for numerous reasons, they may have been pursuing a degree, or on sick leave. Instead of reaching a conclusion, a recruiter must ask the employee what activities they participated in or things they have learned from the experience during the interval.

Check for Employees’ location

When reviewing many resumes at the same time, some can be voted out purely on the basis of location. You can immediately dismiss applicants who don’t live in the place where you’re recruiting. Out-of-state resumes may also be rejected if the company does not want to compensate for relocation or prefers to hire local candidates solely unless they live within commuting distance of the job you’re hiring for. 

Use Resume Parsing Software

Resume parsers are software that automates the gathering, storage, and sorting of job applications. Hundreds of documents can be scanned, analyzed, and can be extracted using this technology. This information can later be used by hiring managers to recruit the best candidate. The software easily narrows down the list of candidates who are the right fit for the job position. You can invest in this software if your company gets hundreds of job applications.

The only downside of the software is, if some unqualified candidates have stuffed the right keywords in their resumes then they might get shortlisted due to this software. You can’t solely rely on the software but it can be quite useful. 

Conduct A Skill Assessment Test

Conducting a skill assessment test is another approach to weed out individuals with ostentatious resumes. This allows you to check for yourself whether the applicants live up to the resume’s promise and narrows down the shortlisted pool even further. A technical test, a verbal/numerical ability test, a situational test, a psychometric test, or a mix of these tests are all options. 

Look for Grammatical Errors

Before submitting a resume to a job, the majority of candidates will reassess it. A resume that is filled with spelling and grammatical problems should be cause for concern. A candidate who can notice obvious spelling faults may be prone to overlooking additional issues. Making a lot of mistakes can be an indication of laziness. 

Conclusion

Choosing who to select from a huge pool of qualified candidates can be difficult, especially when a recruiter has so many other responsibilities. but by carefully analyzing resumes and trusting your instincts you will be able to choose an ideal candidate for your company.

Parting advice – Keep in mind each person’s potential for the work. Many candidates are eager to work for you, so minor errors can be tolerated if the prospect has the necessary abilities, attitude, and experience. 

Let us know if you use any of these tips and tricks while recruiting.

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