If you want to hire an impact person, your approach — or your process in hiring — is really important. The place to start is using best practices in screening resumes.
The wrong hires result in costly turnover — a waste of money and time. Before you start interviewing, the place to start is your screening of resumes. Don’t take shortcuts.
Rather than get overwhelmed by the avalanche of resumes, take baby steps. Budget adequate time to scan resumes to screen for the people you’d like to interview.
Five basics to consider in your resume screening:
1. The track record and potential to meet your needs.
Look for ways they helped their previous employers succeed as organizations. Their pasts are indicative of the future.
Screen for resumes of people who show a pattern of success, and visualize if they can help your culture and organization.
A word about stability: In this economy, there might be extenuating circumstances if the applicants seem to have had too many jobs.
So if everything else looks good, it might a good investment of your time to put them in the “to-be interviewed” pile.
2. Passion in managing details.
A focused, well-written cover letter and personalized resume for your company are good indicators of applicants’ attention to details. Poor grammar, typos and misspelled words will also be the result of their work in your behalf if you hire them.
You also want indications that the applicants expertly managed details in their prior responsibilities.
3. Level of education.
Perhaps your opening doesn’t require a degree or post-graduate study. But if it does, make sure the applicants made the right choices in education.
Consider the quality of the university. Even if accredited, for-profit universities don’t provide the quality that nonprofits do. Nor do online schools where’s there’s no give-and-take with quality professors.
If it’s a critical position, make sure the persons’ studies are relevant. Also, an omen is the level of extracurricular activities.
Another good sign is whether the persons worked in school instead of solely relying on student loans.
4. Consider where the applicants’ live.
If it’s urgent that you hire someone as soon as possible, a person who is planning to commute a long distance to work is less desirable than some who lives locally.
Further, relocation is taxing emotionally, physically and financially to search for a home, research schools if there are children, and the work preparing for the moving day.
5. Scan their LinkedIn accounts.
For resumes you like, compare the applicants’ submission materials with their statements on LinkedIn for more clues. It wouldn’t hurt to Google the persons’ names, either.
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“Get the right people on the bus and the wrong people off the bus”