Résumé dos and don’ts abound for job seekers. However what concerning the hiring managers, HR administrators and different enterprise leaders tasked with résumé screening? Are résumés nonetheless a helpful recruiting software?

Though many consultants predict that networking and job-hunting web sites could at some point render résumés out of date, it is going to in all probability be some time earlier than they go the best way of wagon wheels and telephones with cords.

Why? As a result of they play a significant position in serving to corporations and job candidates discover each other. Résumés present these looking for employment with a method to showcase their expertise and {qualifications} in a abstract format that enables for simpler screening on the opposite facet of the interview desk.

At the same time as expertise continues to evolve, there’ll probably all the time be a necessity for résumés – or some futuristic adaptation of them. The appear and feel could change over time, however the underlying idea will nonetheless be the identical.

So, if you’re screening candidates seeking your subsequent new-hire famous person, think about these 10 résumé screening do’s and don’ts.

Résumé dos

1. Do – Count on an error-free résumé

Whether or not you’re speaking a few soft-copy or hard-copy résumé, it’s your candidate’s first likelihood to make an excellent impression. And a few old style ideas won’t ever exit of favor, irrespective of how technologically superior the recruiting world turns into.

Which means no formatting errors, inconsistencies or typos. Any résumé you obtain must be well-written and clarify the candidate’s work expertise clearly and concisely. When a prospect takes the effort and time to supply a sophisticated résumé, it sends the message that they take pleasure of their work.

2. Do – Be sure that candidates’ offline and on-line data match

Discrepancies between a candidate’s paper résumé and on-line profiles ought to increase purple flags. Search for matching titles, dates of employment and different particulars. Whereas some discrepancies could also be sincere errors, reminiscent of when an organization title change is mirrored on the résumé however not the LinkedIn profile, it’s a good suggestion to all the time verify.

Even when your recruiting course of is paperless, you need to nonetheless be certain the résumés or job functions your candidates submit on-line embody correct data. At greatest, a discrepancy is only a careless error. At worst, it’s a deliberate try to be dishonest.

A background verify will be invaluable for serving to you discern the distinction if you’re doing all your due diligence on prospects for employment.

3. Do – Examine dates of employment and search for gaps

Lacking or inconsistent dates of employment could sign {that a} candidate is attempting to cowl up intervals of unemployment or a historical past of job-hopping. Nonetheless, longer gaps could mirror reputable profession breaks, reminiscent of a spot yr, maternity or household depart, or persevering with schooling.

If a candidate’s expertise looks like an excellent match, however their dates of employment have been omitted from their résumé, ask if they’d thoughts supplying the dates.

4. Do – Embody key phrases in job descriptions and postings

Key phrases serve three key functions:

  • First – key phrases permit job candidates to seek out your job posting on-line.
  • Second – key phrases permit your recruiters and hiring managers to do their résumé screening rapidly to seek out individuals with probably the most related expertise.
  • Third – if your organization scans and shops résumés, key phrases will assist you pluck them out of obscurity once they match the abilities you’re at present looking for.

For instance, for those who’re on the lookout for somebody particularly with inside or exterior gross sales expertise, be certain these phrases determine into your job posting and job description. This may assist candidates discover and apply on your open place, particularly if the official title is one thing imprecise – like “enterprise growth rock star.”

The good candidates may even parrot your key phrases again to you by utilizing them of their cowl letter and résumé.

5. Do – Make the most of industry-focused web sites

Most industries boast a number of web sites that concentrate on a specific profession subject or space of experience. The petrochemical {industry}, for instance, has used any such discussion board for years to recruit engineers. Likewise, promoting and advertising companies usually recruit artistic professionals by web sites that focus on them.

The truth is, many professionals now hold their résumés posted on-line always, not simply once they’re wanting. And industry-specific web sites is usually a nice useful resource to seek out potential job candidates as a result of you’ll be able to search – you guessed it – by key phrases.

Specialty websites may also be useful for those who’re looking for staff who’ve labored for a specific firm that has a status for coaching its individuals effectively. Or, perhaps you’re on the lookout for somebody who makes a speciality of “gasoline effectively engineering” or “client items packaging.”

6. Do – Take note of latest accomplishments

If an applicant simply graduated from school, it’s OK for them to pad their résumé with their GPA and school management positions. However, as soon as somebody has been working for some time, that data turns into outdated and must be eradicated in favor {of professional} accomplishments.

On the different finish of the spectrum, if a candidate has 20-30 years of expertise, don’t anticipate them to offer intricate element about their first jobs or school affiliations. Search for detailed descriptions just for their final 10-15 years of labor.

Résumé don’ts

7. Don’t – Restrict seasoned professionals to 1 web page

Somebody new to the workforce or early of their profession shouldn’t have any downside retaining their résumé to 1 web page. However, for a seasoned skilled, a two-page résumé is suitable, even anticipated.

Something past two pages, nevertheless, can change into a drudgery to assessment. Until you’re in academia or a analysis subject, this stage of element in all probability isn’t needed.

8. Don’t – Give the target a lot weight

That wordy paragraph on the high of the résumé that was once fashionable? That data is out of date, or no less than it must be. It simply takes up house and nobody actually reads it throughout the résumé screening.

For the reason that skilled goal often focuses extra on what a candidate aspires to do, versus what they’ve truly executed, think about it fluff and skip to the candidate’s employment historical past and record of accomplishments.

9. Don’t – Count on or require private particulars

The old-school observe of together with a photograph, marital standing, variety of kids or different private particulars on a résumé has lengthy been deserted – for a lot of causes. As such, your organization shouldn’t anticipate an applicant to offer these particulars, and also you actually shouldn’t ask for them.

And on the surface likelihood a job candidate voluntarily offers any such data, it’s possible you’ll wish to redact it earlier than reviewing their résumé. Blind hiring permits you to decide based mostly solely on a candidate’s benefit, with out the affect of unconscious bias.

The one exception to this rule: If your organization values neighborhood service, it’s possible you’ll wish to give further weight to résumés that define volunteer efforts, particularly if the individual serves in a management place.

10. Don’t – Overlook the advantages of working with a recruiting skilled

Hiring managers are swimming in résumés lately. It’s common for even moderate-sized corporations to obtain as much as 500 résumés inside the first few days of posting a gap. That’s as a result of quite a few companies crawl the online on the lookout for new job postings and mechanically submit résumés saved of their system.

An expert recruiter, notably one who makes a speciality of your {industry}, can save your organization’s managers numerous hours by evaluating résumés for you and conducting your preliminary screening to determine the very best candidates.

Résumés are simply the tip of the hiring iceberg, and there’s nobody proper method to discover new staff lately. Study extra about what you are able to do to seek out the very best job candidates by downloading our free e-book, Constructing a greater crew: learn how to entice, recruit and rent high expertise.