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When reviewing resumes for your open positions, train yourself to quickly pick up on these red flags. While some should indicate that it’s time to toss the resume out, others may just suggest a question to the candidate during her interview.
- Jumping. If someone jumps from company to company, spending less than 2 years at each, this does not exactly demonstrate loyalty. It says to me that either the candidate gets bored or the company lets them go. You don’t want to be able to see the expiration date when you’re hiring someone. Caveat: If the position is entry level and the candidate is young in her career, there should be an understanding for her minimal or “jumpy” work experience.
- Typos. If you find one, minor typo, okay. I would give the candidate the benefit of the doubt. However, if you find several typos, including poor grammar, you may want to think twice about the person’s candidacy. If your position requires any level of attention to detail or writing, this person is not right for the job.
- Missing details. I mean critical details—dates, titles, and description of work. This is unacceptable. If the candidate failed to communicate these basics, keep it moving.
The quicker you can pick up on these red flags, the better. If a person fails to impress you in her application, save yourself and your colleagues the time—and the money that your time costs—by skipping over them. Stronger candidates are out there. It may just take some creative recruiting to attract them.
Do you have experience assessing candidates’ job applications? Share with us in the comments below.