When hiring applicants, hiring managers should have an excellent grasp of how to evaluate resumes thoroughly and quickly. When starting, have a keen eye for observing the resume templates used as it may indicate that the applicant took extra time and effort to craft their resume and present it in the best way possible. Here are some tips on how to evaluate resumes fairly and how to recognize potential. 

Create a checklist of what you are looking for. First, make a list of the bare minimum of skills, experience, and education necessary for the position, whether remote, hybrid, or in-house. Use this to classify resumes into yes, no, and maybe piles. Then you may go down to the more specific filters.

Read Cover letters thoroughly. A strong cover letter details an applicant’s credentials and clarifies employment gaps. You’ll have a deeper understanding of an applicant’s job history and motivation for applying to your organization. As you browse through cover letters, take note of the general level of information and how effectively they are tailored to your company and the job. Keep an eye on the structure, grammar, and tone.

Evaluate the applicant’s achievement. Consider the applicant’s career history. Look for individuals who advanced rather than remained at the same level since this shows strong hard work and the ability to deliver excellent work. Look for further indications that an applicant has a successful track record. Give preference to applicants who demonstrate their accomplishments rather than merely listing their duties. Check for any academic or professional honors they may have received.

Examine the career intentions of job candidates. To find out why an applicant is seeking a new position and if your role fits with their long-term goal, check the person’s resume objective. An applicant’s ability to focus on their ideal job path might reveal whether or not they are in it for the long term. Does the resume objective part address the job description? Avoid applicants who make broad generalizations since they might not be as motivated as someone with clear objectives. 

Check for soft talents. On their resumes, candidates frequently mention hard talents like specialized technical, computer, or language abilities. However, they often omit soft skills like time management, leadership, relationship-building, communication, and problem-solving.

  • Fortunately, you can interpret what is being said. As an example, a candidate who: A person who manages people is likely to have project management and leadership abilities. Someone who works several customer accounts is probably good at managing relationships and time. Whoever writes and presents reports at meetings is likely to have strong communication skills, both written and spoken.

Examine the applicant’s previous job, and consider the company, service length, and title. Even if an applicant lacks the precise sector experience you seek, you might not want to dismiss them. It may be advantageous if a candidate possesses the qualifications you desire or require but comes from a different sector of the economy. Finding a brilliant talent and gaining a new viewpoint might occasionally produce creative answers and suggestions. Don’t limit your consideration of job history to a résumé review. Try contacting employer references to confirm the information is accurate after analyzing an applicant’s most recent job experience and accomplishments.

Some applicants hide their lack of expertise or understanding by using confusing wording. It’s possible that words like “acquainted with” and “participated in” raise more questions than they do answers. Watch out for jargon and phrases that may be used to pass as sophisticated but hide a lack of experience. Red flags regarding a job application may be present in their resumes, but you must be aware of their appearance. So be mindful to look out for warning signs.