What to Look for When Reviewing Resumes

Sifting through a stack of resumes can be a daunting task for any hiring manager, especially when you’re just starting out. Knowing what to look for can make all the difference.

To help you streamline your resume reviewing process, here’s what to look for in a resume.

What to Look for in a Resume

Concise Content

Conciseness is an important aspect of any resume. For one thing, as a hiring manager, you only have so much time. You can’t afford to waste your day studying lengthy resumes from applicants who never learned that sometimes, less is more.

Clear, concise communication is an important skill for any employee to have. If a candidate fills their resume with meandering fluff and unnecessary jargon, they may be demonstrating that their communication skills aren’t suitable for your company.

Tailored Messaging

Another factor to look for in a resume is whether the candidate is emphasizing skills and experience that tie directly to the role you’re hiring for. If an application seems generic, it’s probably because the candidate is sending the exact same application to multiple companies. It also probably means that the candidate hasn’t looked into the details of your organization—or even the job itself.

Your job description should be thorough enough to help the candidate craft a customized resume and cover letter. If they send you a vague resume, you can make an educated guess that they aren’t that invested in working with your company.

Relevant Experience

The primary reason hiring managers review resumes is to get an understanding of the candidate’s education and work experience. Of course, you want to find candidates who have plenty of experience, but don’t be afraid to think outside the box. The candidate may not have much experience in your industry, but they may still have the right skill set for the job.

For example, let’s say you’re hiring a VP of Sales for your tech company. You may find a candidate who hasn’t spent much time in the tech industry but does have ample experience as a salesperson and manager—and shows an aptitude for learning new things.

In this case, don’t write them off just because they’re new to tech. If you give them a chance, they may prove to be the ideal candidate for the job.

Don’t be afraid to look for a diamond in the rough, especially when hiring for a startup. After all, everyone has to start somewhere.

Employment History

One of the biggest red flags in any resume is employment gaps. This can indicate that the candidate lacks a healthy work ethic. However, don’t rule out an otherwise promising candidate just because they have a gap or two in their resume. Ask them if they can explain any gaps to you.

There are plenty of good reasons why someone may have an employment gap, such as:

• Military service
• Health issues
• Caring for a loved one
• Pursuing further education
• Relocating and taking some time to settle into their new home

However, if the candidate can’t—or won’t—provide a reasonable explanation, reconsider hiring them.

Job Longevity

Job hopping is more acceptable in some industries than others. For some employees, it can even be a sign of a healthy ambition—switching jobs to reach higher positions within their field.

However, by and large, job-hopping is a red flag. If a candidate’s resume shows that they never stay at one job for more than a year or two, they may be a risky hire. They’ve already shown that they don’t commit to the companies they join. Plus, it’s difficult for most employees to truly hone their skills and gain meaningful experience if they’re constantly onboarding at a new company.

In general, you’ll probably want to avoid candidates with too many employers in a short time span.

Evidence of Their Skills

Strong candidates back up their claims with facts. A candidate can tell you that they’re a hardworking team player with excellent leadership skills, but unless they show you proof, it’s meaningless.

Look for concrete examples of their skills. For example, rather than just claiming to be a savvy salesperson, a candidate could mention that they increased sales by 200% during their time with a particular company. Or, if they’re claiming leadership skills, they might reveal how they increased productivity by 25% while working as a department head, earning them an internal award for excellence.

If all you see is bold claims without any evidence to back it up, the candidate is likely to be all talk, no action.

Grammar and Flow

This one may seem nitpicky, but it does matter. You want to hire a thoughtful, thorough employee, and if they don’t bother to proofread their own resume and cover letter, that speaks to a general carelessness. It also gives you an idea of how important this job is to them—or rather, how important it isn’t.

Given the wide variety of resources available to help with resume writing, there’s no excuse for a resume that’s riddled with typos or difficult to read. Messy applications are a clear sign of poor attention to detail, something no one wants in an employee.

A Story

A well-crafted resume should tell a cohesive story about the candidate. That story should demonstrate who they are and why they would be an asset to your company. If there’s no clear story, they may not be the right person. You want an employee who understands the needs of your company and how their strengths can help fill those needs.

Remember: it’s not your job as the hiring manager to untangle the candidate’s story. It should already be plain to see.

References

Checking references should be a standard part of any hiring process. Don’t just assume that because the candidate listed a few names that they have good references. They may be counting on the fact that you won’t contact their former employers—because they know those employers won’t have anything good to say about them.

Be wary of candidates who write something similar to “References available upon request,” too. If they had glowing references to provide, they would most likely have included them from the start. Once again, they may be hoping that you won’t do due diligence and follow up.

Is Your Company on The Org?

We hope this guide has given you some good ideas on what to look for in a resume! If you’d like to improve your hiring process even more, consider joining The Org. A public org chart is the perfect way to attract the right talent for your organization and streamline the onboarding phase.