What to Look For When Screening Resumes: Tips from a Recruiter

One of the services we can offer at Solomon Advising is helping to recruit and hire the right people to join our client’s team. After posting an advertisement for a job position in your company, you may wonder how do I know the right things to look for in a candidate? The first step in getting to know an applicant is reviewing their resume. As Solomon’s main recruiter, I have noticed important things along the way. In this blog, I will share some insights into how to effectively screen resumes when candidates apply. 

In the span of one year, I will sort through more than a thousand resumes. Sometimes the application process for a job is slow, and I can take time reviewing candidates. Other times, I have received 50+ applicants in one day, requiring me to scan more than read. Either way, it has been helpful to know what I am looking for to make the process more efficient and successful.  

First Look

When reviewing resumes, there are several things I am scanning for. First, I decide what is important for this role: is it education, experience, skills, etc.? For professional service jobs that require credentialing and education, I always scroll to the “education” section first to see if they meet the basic requirements. If I am looking for an in-person job, I will look to see where they are located (with the recent rise in remote positions, I get a lot of resumes from out of state even when the job description clearly states that the position is in person). If I am looking for someone in the service industry or an administrative position, I often start with experience first. 

Important things to look for under education and certifications

This seems like a no-brainer, but there have been times individuals have applied for a position for which they have not received the appropriate education or training. If the job position requires the individual to have specific training, I can easily dismiss any applicants who have not obtained the proper credentials (helpful tip: I use a job search site that offers an option to click an “X” and the service will send a rejection email on my company’s behalf. Learn more about hiring in this article). Finding this information out sooner rather than later can save you a lot of time. Unfortunately, it took me a few phone screening interviews with unqualified candidates to realize that I need to make sure they have the correct training before I waste my time and theirs with an interview. 

If the candidate’s education information is lacking or absent, you can reach out with a brief email asking for the missing information. For example, when I was recruiting for a client who posted a remote therapist position, many times the applicants did not list the state in which they were licensed (a qualification necessary for job placement). Again, using the job search site, I was able to send a quick information request before deciding to schedule a phone interview. If you do not use a job search site, you can also send the applicant an email requesting the necessary information. 

Important things to look for under experience

The experience section of the resume is where we find the applicant’s previous work or volunteer history. Sometimes employers think that the applicant with the most experience is the best candidate for the job, but that isn’t always the case. Employers need to take into consideration how much money they are able/willing to offer. 

If one of our clients is looking to hire someone on the lower end of the payscale for this type of position in the market they are in, I check their work experience. If you want to hire on the lower end of the payscale, you will be looking for someone with less experience. Although less experience is desired, I usually look for someone who has at least one year of experience in the field so that the client will not need to teach a person how to do the basics. Note: the employer will still need to train and onboard the new employee as usual, but may also need to provide on-the-job coaching that a more experienced employee may not need (this is something to consider when choosing how much to pay).

If a client wants to hire someone who can enter the position with little need for training, I will look for how many years of experience the candidate has had in a similar position as well as the types of responsibilities they were required to manage. For example, when I was looking for an office manager who would be in charge of billing and payroll, I looked for keywords such as: relevant software (e.g., Quickbooks), payroll, medical billing terms (if desired), etc. Note: when looking for someone with more experience, be prepared to offer them a higher compensation than someone with less experience. 

Experience is also where you can see the applicant's work duration pattern. You can spot a “job hopper” if they spend less than a year at multiple companies (with the exception of contract work or internships). Sometimes a cover letter can give clarity for special circumstances. In general, someone who seems to have a pattern of leaving employment before 1 year has been completed can be a risky investment. When someone doesn’t include the dates of their previous employment, it gives me pause to think they are hiding this negative pattern. 

Cover Letters

Believe it or not, most people do not submit a cover letter. When I see a cover letter, it tells me that this person is trying all they can to get noticed, and I take the time to read it (or skim it depending on how many resumes I am reviewing at a time). However, if the cover letter mentions a different company (yes, this has happened), it doesn’t automatically disqualify them for certain positions, but it is information to hold regarding their lack of attention to detail – something very important if they are applying for an administrative position. 

A cover letter is also a resource to get information on what the applicant views as the most important aspects of their abilities/qualities as well as their understanding of the job position. I have read cover letters that beautifully describe the applicants’ passion for the type of work for which they are applying. I have also read cover letters that were full of inconsistencies or were so generic that I felt annoyed that I wasted time reading them. I know individuals are applying for multiple positions, but if they include a cover letter, I am looking to see if they have taken the time to showcase why they would be good for my client’s business specifically. 

Second Read

If the resume passes the initial scan of what you are looking for, it’s time to do a deeper dive to fill out a bigger picture of the candidate. 

Take a second look at the applicant’s employment history. Look at the job titles and primary duties and consider if they match the needs of your job description. Make notes of questions you would like to ask in a phone interview regarding their experience. Some employers may also want to ask about any employment gaps to determine if an applicant was fired or difficult to work with. However, in my experience, candidates usually have gaps due to personal reasons such as taking care of a family member, having an illness, or moving. I have never had a candidate admit to being fired or difficult to work with, so asking about gaps, in my opinion, has become a useless question and is rarely a red flag. 

Take another look at skills and qualifications. Did they list helpful, specific skills or does it look like they copied and pasted generic skills that we hope everyone would possess? When I see a long list of skills such as friendly, cooperative, team player, punctual… I wonder what actual skills they possess that are relevant to the job position. I look to see if a candidate can highlight abilities that will help them excel at my client’s company. Again, make note of any questions you would like to ask should you invite them to a screening interview. 

Conclusion

I have found reviewing resumes to be very helpful in the process of recruiting individuals for open job positions. It is a quick way to get a snapshot of a candidate’s skills, experience, credentials, and overall qualifications. It is also a great tool for spotting red flags. If you have needs like recruiting for your business, contact Solomon Advising to see how else we can partner with your company to thrive.

Solomon Advising is a marketing & branding agency focused on helping professional services firms retain their relevance and ensure sustainability by consistently promoting a credible brand. Contact us today to see how we can help improve your brand’s health.