Staff hiring process – how to streamline resume screening

If you are sifting through a pile of applications, you have already failed at hiring the perfect candidate. In the following article, you will be guided through a system of streamlined resume processing. This system will save you countless hours and improve your chances of finding the ideal candidate.

Avoid generic adverts

Pre-qualify potential candidates by putting filters in your ads instead of just a generic ad. This way you can easily remove a large portion of candidates who are not suitable for the position you are advertising.

In short, a filter is a task that a candidate is required to perform when applying for the position you are advertising. This could be anything from creating a design to a spreadsheet, depending on what is relevant to your business. The filter should be relevant to the critical skill set required for the position.

For example:
Should you be looking to hire a marketing manager, an appropriate filter might be to request that each candidate submit a marketing strategy proposal.

By completing the filter, the potential candidate should be able to demonstrate that they have the necessary skills and ability to fulfil the role being advertised, should they be hired. It also quite simply means that you can disregard any application that does not complete the filter.

Filtering candidates immediately from the advert allows you to not waste time on candidates who are a poor fit, review actual examples of a candidates skills, and focus on the highest quality candidates applying for the position.

What to look for

So what should you look for when those resumes starting coming in?First and foremost, look for individuals who have gone the extra mile to stand out from the rest. It might just be something as simple as an interesting cover letter that isn’t generic and lacking personality, but it shows that the candidate is serious about getting hired and not just going through the motions.

Other things to look out for include:

  • Concise and well-articulated content
  • Exact or better qualifications and experience required for the position
  • Specific facts as to what they were able to achieve at their previous position, ie, increased sales turnover by
    30% per annum.

What to discard

Every position you advertise will have chancers trying their luck, knowing they are not qualified for the position, but going after it anyway. By simply eliminating resumes with these bad qualities you will greatly streamline the entire process.

Resumes with bad spelling and grammar are a sure sign that the candidate lacks attention to detail. Lack of longevity, where candidates consistently spend less than 2 years in a position. Significant employment gaps without a valid explanation. Avoid candidates that focus on generic fluff, like “being a team player”.

Use technology

Don’t be afraid to take full advantage of technology to help streamline the process.

Many recruiting sites will carry the burden of preselecting the best candidates for a position without you having to do a thing. You supply them with the job advertisement and they will do the rest as per your instructions. At the end of the advertising time period, you are supplied with the best candidates for the interviewing process. This can greatly relieve the stress of doing the entire procedure yourself.

Many companies have even taken to following up on potential new employees on their social media accounts, to make sure that they are not going to bring any disrepute to the company through what they get up to in their off time away from the office.

For example:
If you are looking to hire an ambassador for your company, any potential candidates that you find on Facebook should have a certain standard of content on their public pages. Should their profiles be filled with content relating to questionable morals or behaviour, you can remove them from your list of potential short-listers immediately.

Selected Resumes checklist

 

Create a checklist for yourself to measure up the best resumes to.

First impression

Is the cover letter inviting and relevant?

Does the resume look original or has the candidate used a template?

Is the resume inviting to read?

Do the design and layout look professional?

Is the length and appearance of the resume appropriate for the career level?

Resume Sections

Are all resume sections clearly labelled?

Are the sections placed in the best