Does it sound easier to flip a coin and see who wins the toss to tackle the 100+ resumes that just came in? Easier maybe, but it is important to have a hiring manager, recruiter, or both involved.
First, identify who is initially responsible and make sure they have the time to devote to this process. Next, start narrowing down your candidates by a thorough resume review.
A few quick tips when reviewing the resumes:
- Start with three categories; Yes, Maybe, and No.
- Does the cover letter describe how the candidate researched the website and understands what job they are applying for?
- Does their professional experiences and educational background meet the requirements of the job description? Ensure the job description has been updated.
- Does the candidate have any red flags such as any unexplained gaps in work, or more than one position where they stayed less than one year? While they may not be crucial to the decision, they may be worth probing further during a phone screen.
- Take a break and then have a quick review of your “yes” and “maybe” resumes. You may see something that was missed the first time through.
- Start scheduling the phone screens. Phone screening can be as quick or as detailed as you would like. Some of the harder to tackle questions can be asked part way through the interview to gauge the candidate’s suitability in the position and company. This will assist with determining if you have a good fit and if it is worthwhile to bring the candidate in for a face-to-face interview. The more you find out on the phone, the easier it is for you and your hiring team.
As the resume reviewer, hide the coins! This process may seem like it is time consuming and exhausting, but so beneficial to your organization. By scheduling time to spend on the reviews and screening, you are on the right path to a successful hire!
Allow us, at HRfx, to assist you with all your recruitment needs.