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If you have been putting out
feelers for new hires for your business, you're probably in the process of receiving and
reviewing applications and resumes.
Over the past couple of year we've hired a few, and have benefited from the experience
with high energy and a positive attitude. The key to separating good contributors from
slackers is careful resume review. Sorting and eliminating during the resume review
process saves time spent interviewing the wrong candidates.
Time invested in resume scrutiny has netted me a few diamonds in the rough whom I have
brought on board at a reasonable cost and trained according to my standards. To help
separate extraordinary applicants from ordinary, watch for these characteristics that can
be gleaned from resume details.
Organizational skills. The way applicants organize their resumes can shed light on
their organizational skills. For example, most of the executive level people I have hired
submitted one page resumes that are highly organized despite multiple advanced degrees,
awards and extensive work experience. At the lower level, candidates have less to tell and
should, therefore, have streamlined resumes. Beware of resumes that are difficult to read
or have shaky organizational structure.
Enthusiasm. The level of involvement applicants had in their previous jobs can
serve as a barometer for future work. Scan resumes for mentions of proposed initiatives
that were adopted, participation in committees or involvement in work-related events.
These are signs that a candidate took an active interest in his or her job.
Leadership skills. Resumes also can demonstrate whether or not applicants were
trusted and respected by others their companies. Hunt for evidence that applicants were
asked to work closely with upper-level management or to lead projects independently. These
are signs that their supervisors enjoyed working with them and that they were seen as
capable of managing change.
Can-do attitude. Solid performers often are rewarded for their work with
opportunities for advancement. If a candidate's resume suggests that he or she was
promoted quickly and/or frequently, you may want to take a second look. This probably
reflects an ability to overcome obstacles and to get the job done.
Longevity. Candidates who have stayed with their previous employers for a number of
years are more likely to remain at your company long-term. On the other hand, if
applicants have bounced from position to position every year, they may leave your company
after a short time. If such a candidate interests you because of his or her skills, ask
what prompted these job changes. If the person moved on for reasonable reasons, call
references from past jobs to verify that the information offered is true.
Small-business focus. Applicants who have worked with small businesses in the past
are likely to understand the work environment and challenges they will encounter at your
company. People who have worked in only corporate environments may have trouble adjusting
to the flexible structure and limited resources of a home-based business. If you're
interested in an applicant with a big-company background, explore work-environment issues,
such as kitchen privileges and interactions with children or pets. This will keep
post-hire issues to a minimum.
Obviously you can't tell everything about candidates from their resumes, so it's a good
idea to develop questions that will uncover the information you need before you meet with
applicants. |
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