8 Things You Need to Know When Reviewing Resumes

8 Things You Need to Know When Reviewing Resumes

When writing a resume, it’s always recommended that you put yourself in the shoes of the hiring manager. Studies show that there are certain things that they look for in your resume. Therefore, you need to ace your resume writing skills in order to make a good first impression. It only takes a short time for your resume to be considered admissible or not. In fact, on average, it takes six seconds according to a recent survey done with the participation of various hiring personnel in the United States.

Here’s a guide to the finer aspects of reviewing resumes. The perspectives are drawn for both the candidates and the recruiters.

 

  1. Experience

Every employer is concerned about work experience. Thus, they will always want to see what you’ve been doing in the past. This is because they want to see if you have the prerequisite experience that will be relevant for solving issues in their company. When a company is recruiting, they are normally looking for a person that will take the company to a whole new level. A recruiter will always have a basic understanding of the industry problems and hence, will be looking for a qualified candidate whose experience will be closely aligned with solving these industry problems.

There are also other finer aspects related to the experience, such as:

  • Evidence of career progression
  • Increasing level of responsibility
  • Certification
  • Work specialization

All these have to be present in the resume. For all recruiters, this is the information that you should look for while reviewing resumes. If you are an applicant, take note of this information and capitalize on it.

  1. Keywords

Keywords are essential in resumes. For every hiring manager, a crucial thing that you should look for is the relevant keywords that closely align with the job at hand. The keywords should reflect the job title and job description, specifically putting emphasis on the most recently held positions. Individual industries have their own jargons. Ensure that you are conversant with these jargons. If you are a recruiter, you will know that a candidate is well versed in the workings of the industry if their language and keywords are relevant to it. However, do not be satisfied with these keywords only as candidates may deceive you with them. Look beyond the face value.

 

  1. Company Recognition

As per the preferences of many recruiters, the companies that an applicant has worked in have to be known. If candidates have worked in popular companies, it’s much easier for the recruiters to assign a frame of reference. With the many applications that recruiters review, it’s difficult for them to go digging for little-known companies. Therefore, if you are an applicant, always list in the first place the top known companies and you will have a better edge than other applicants. If you are a recruiter, look for information related to recognized companies and your work will be much easier. In the case when the listed companies are not popular, then read the resume a little deeper to ascertain the credibility of the applicant.

 

  1. Organization

What appeals to a recruiter is the strength of the organization. Some firms use the Application Tracking System to scan resumes. The score that a resume has on this scan determines whether it will progress to the hiring manager. To effectively pass this scan, applicants have to organize their resumes in a format that is easily read by the Application Tracking System. This will help a hiring manager find what they are looking for in the resume quickly.

A typical Application Tracking System (ATS) can have a questionnaire, probably a ten question one. The questions in this questionnaire should effectively pull out the following information:

  • Skills
  • Accomplishments
  • Technologies needed

For a candidate to ace this, they have to be consistent. They have to convey the same message throughout the resume so as to win the trust of the hiring manager. It is a good first impression.

  1. Relevance

Even if a candidate has vast experience in various sectors, it’s important that they only include the work that’s relevant to the respective position they are seeking to fill. For candidates, if you have problems doing this, ask for help in tailoring your resume to ensure that it is relevant and consistent. Have an expert guide you in this regard. Use a resume writing service. The tailoring should be done with great discretion. You do not want the hiring manager to conclude that your resume is simply a template that you often send to many employers at once as a way of casting your net wider. Hiring managers are drawn by resumes that have an end goal. A resume should show that you are greatly interested in having the job and you have the skills and experience needed to perform the job better than others.

  1. Quantitative Details

A recruiter has the ultimate objective of hiring someone who will have a positive impact on the company. Most people who can deliver often quantify their impact in the various places they have worked. The essential things to look out for pertaining to quantitative contributions include:

  • Financial impact
  • Percentages
  • Monetary impact

Thus, when a candidate has proven their substance in both words and figures, then they are truly the best pick for the job.

  1. Gaps

In every resume, there are bound to be gaps. Some candidates do not give sufficient explanations as to why there are gaps in the resume. And that is how they lose the job. It’s not that it is a crime to have gaps in your resume, but the thing is, such gaps should be sufficiently explained. Gaps that have no sufficient explanation make the recruiters conclude that you are just a ‘job hopper.’ While there might be nothing wrong with switching jobs frequently, hiring managers often have a long-term outlook. They want a person that will be there for a long time. Therefore, candidates have to explain these gaps in their resumes, or even at the actual interview if they get shortlisted.

  1. Protect Your Company’s Image

It’s essential to protect your company’s image during the whole recruiting process. It’s true that power corrupts and absolute power corrupts absolutely. There may be tendencies of high-handedness, especially if you are the one in charge of the recruitment and hiring process. You might disregard applications and even treat some candidates with disrespect. It does not matter if there are myriads of applicants. Each of the applicants deserves a fair chance. In order to protect your company’s image, you should:

  • Ask relevant questions
  • Be fair in your approach
  • Provide an opportunity for candidates to ask questions too
  • Give an opportunity for feedback to the candidate
  • Always give feedback
  • Follow up accordingly if you promised to do so
  • Be time conscious, especially in conducting interviews

Do not let the recruitment process spoil the overall company image. It’s bad for business and public relations and you might actually lose the same qualified employees you are trying to recruit.

 

Author’s Bio:

Kevin Nelson started his career as a research analyst and has changed his sphere of activity to writing services and content marketing. Currently, Kevin works as a part-time writer at ProfessionalResumeSolutions. Apart from writing, he spends a lot of time reading psychology and management literature searching for the keystones of motivation ideas.

Extensive experience in all of the Human Resources functions, My primary career objective is to balance the needs and goals of both the company and the workforce. I am a strong believer that HR strategies can affect the organization's profitability, as the company workforce is one of the most important assets that drive a company's success.

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