According to the Society for Human Resources Management, most in-house human resources managers spend fewer than five minutes reviewing the individual resumes that cross their desks. Considering today’s job market, this makes total sense. Many companies receive 75 or more resumes for every posted position, reported Career Builder. Human resources staff strapped with other responsibilities apart from hiring and recruitment just don’t have the time to scrutinize every carefully-crafted curriculum vitae.
However, this doesn’t mean you are doomed to interview an endless string of duds. By following a few key resume-review guidelines, you can rule out future flops and land superstar staffers with a mere glance.
Look at the headings
Most savvy resume writers fit important information into page subheadings. By simply scanning a document for the blockiest text, you can uncover key information like dates of employment, past work and years of experience, reported CNN Money. Additionally, subheadings offer other salient insights that have nothing to do with the content they address. Reviewing a resume with headings that seem to be out of order? This could point to a candidate’s lack of organizational skills or other hidden deficiencies. Depending on the position, you might also use resume headings to evaluate talent. If you are in the market for a graphic designer, these chunky blocks of text might give you an insight into an applicant’s design aesthetic or, in the case of a copywriter, show off some snappy writing chops.
Scan for quantifiable facts
Some applicants fill experience sections with their current or past job duties – pass on these individuals. You should be looking for candidates who have achieved results, reported Inc.
“Look for facts that can quantify achievement.”
When scanning the experience, look for facts that can quantify achievement. If you are reviewing the resume of a prospective salesperson, you should find relevant company revenue data to buttress his or her self-assessments. The same goes for creative positions, as well. Candidates for social media positions should share post reach data and Web developers must offer up statistics that show how their contributions bolstered business.
Search out narcissism
In the era of personal branding, job seekers have transformed from lowly, job post perusers into single-person public relations agencies. As a result, employers are continually bombarded with links to quirky online resumes, most of which scream me, me, me. A little self-promotion never hurt anyone but overwhelming narcissism certainly has. Fortunately, it’s easy to spot a potential Icarus.
According to Inc, self-centered candidates often tip their hand in the objective statement by making requests instead of offering their services. Narcissists also use a lot of subjective descriptors. Save time and toss out those resumes advertising “innovative thought leaders” or “visionary creatives.” Additionally, curriculum vitae that include headshots, inapplicable personal facts or overwrought inspirational messaging most often come from self-involved individuals.