There’s no doubt about it — the hiring process is very tricky to navigate. If you’ve had a little trouble finding the best person for your team in the past, you might not be focusing enough on little details that are actually very telling. Obviously, you need to carefully assess each person’s skills, education and career history, but there’s a lot more to proper vetting than just that. Learn four ways to read between the lines to find out if you should bring a candidate in for an interview or not.
Top talent is well aware that sending generic resumes to employers is no longer an acceptable practice. Highly motivated job seekers who are truly excited about the possibility of working for your company are willing to go the extra mile to personalize their resume to stand out from the piles of others you’ll inevitably receive. Disqualify anyone who didn’t care enough to include an objective pertinent to the job, relevant keywords and highlight skills and experience confirming their fit for the position.
Many candidates fill their resume with fluffy buzzwords — “team player,” “self-starter,” “creative thinker,” etc. — that sound good, but don’t really say anything about their accomplishments. When people have impressive achievements to their name, they want to share them, so stop wasting your time on those who clearly aren’t qualified, instead focusing only on candidates who include numbers to back up their claims. For example, learning the candidate saved their current employer $30,000 last year is much more telling than simply reading they’re a “hard worker.”
Spelling and Grammar
At first glance, one misspelled word or poorly placed comma may not seem like a big deal, but these glaring errors can be very telling. Candidates know their resume is likely the first impression they’ll make on you, so anyone worth your time is going to make sure its flawless. Think of it this way, if the person is so lazy they couldn’t even submit an unblemished resume, what kind of work will they turn in when they get really comfortable on the job.
Instead of simply looking to see which companies a candidate has worked at, pay close attention to the amount of time they spent at each organization. Don’t automatically judge the person for not spending too long at one or two companies, but if they seem to move on every six months or so, consider this a red flag they’re a serial job hopper.
As a bonus tip, you should also pay close attention to a candidate’s past work experience. What did a particular candidate do for their past employer? Did they launch a particular initiative that increased revenue? Did they institute a process that helped reduce expenses or improve impressions? Take note of this and let this help you influence your hiring decision!
Choose the Right Person for the Job Every Time
When hiring a new employee to join your team, there’s no room for error. The expert recruiters at PrideStaff Las Vegas are here to guide you through the candidate selection process, ensuring you make the best decision for your company. Contact us today to start your search!