You have an important role that you need filled ASAP, or you've had a nagging job opening for the last month and half and don't know where to start with that pile of resumes on your desk.
You know one thing, there's no way you have time to interview them all, so how do you know which resumes are the best? Is there a way to, quickly and effectively, spot the best candidate just by scanning their resumes?
Follow our foolproof 6 step process to save hours of interviews, background checks and reference calls wasted on candidates that were never going to be Mr. or Mrs. Right anyways, and streamline your hiring process by learning the best way to rank candidates just by looking at their resumes:
List all of your requirements for the job, necessary skillsets, education or certifications, and minimum experience. Once you've got the full list, categorize them into mandatories, desirables, and bonus qualifications. Set a minimum score or tally that you want, either for each section or for all of the mandatories, desirables and bonus qualifications in total.
Without looking at any names, personal profiles or pictures, scan through the resumes and tally how each resume stacks up against the above requirements.
Eliminate the resumes that don't meet your standards from Step 1. Unless one of those resumes grows legs and walks back into your new pile, you're done with that candidate.
So now you've got a new stack, but how do you break ties or close ranks? Within your new, whittled down pile, look for measurable results listed in the resumes. Search for achievements like awards, goals met, dollar value of projects, or number of people managed. This will give you a tangible view of the candidate's past instead of waiting until the interview or reference check process to find out your Project Manager has only managed a 1 person, $1 project that was 1 month behind schedule.
This next step is the personality/culture fit. Every office has its own vibe; what types of personalities click in your office? Similar, to step 1, list some personality traits that you think would be beneficial to someone joining your office.
Scan the profile/hobbies section or any other personal information section on the resumes. Sometimes the personal profile section can be a bit of a gloss-over section, but if you know what works in your corporate culture, don't be shy to look for it. For example, if your office is very green, look to see if anyone has noted any environmental volunteering on their resumes, or if you're in an ultra-competitive company, see if anyone has marked down sports accomplishments.
By the time that you've run through this process you should have your own quick, clear ranking of your candidates, based on experience, results and personality fit, prior to interviewing them. We still recommend you go through the interview and reference check process, but this should help you get to that process faster and with a better view of what candidates to seriously consider!
Next time you've got an open position, try this process out and let us know how it worked!