The right hires are critical for companies to scale and succeed, but the challenging process of going through endless piles of resumes in screening candidates takes skill, knowledge, and generally, a great deal of resources.


  • Who are the best employees?
  • How to bring them on board?
  • Who has the skill and talents to expand a business, and who does not?

Heck, there are ways to ease the load, such as completely automatic systems to ones you exclusively review potential applicants from hand-picked human resources databases.

Let’s look at how to choose the best applicants for any enterprise, from carefully selecting what to look for in a resume to notes on what system to follow and what red flags to note.

So, How Should an Employer Screen a Resume?

Truth is, the bulk of candidates could be unfit for the role available, and to avoid wasting time and money, it’s crucial to build-up know-how to scan resumes. You want to find eligible applicants the best way possible, right?

You can read and filter easily by following a few easy steps:

  • Set and list straightforward application guidelines. These may include hints on the applicant’s career background, additional hobbies and skills, all the way to details on workplace policies, and the company culture of learning.
  • Leave a list of hints and advice. Messy files and documents hard-to-read can be easily avoided thanks to advise. Applications can fit many resume templates – single or two-column, minimal, functional, etc. Specify details and help applicants craft and tweak CVs, so you have a better time evaluating them.

The checklist:

  1. Build a List of Competencies Needed
  2. Necessary and Desired Qualifications
  3. Score Resumes
  4. Automation (Optional)

Now let’s take a deeper look.

Step 1: Build a List of Competencies Needed

When analysing qualities and skills on resumes, trends appear. There may be some overlap in training, skills, and past experiences that stand forward.

Chat with staff, supervisors, and managers to determine a set of relevant credentials that make prospect experts shine for the position at hand.

Step 2: Necessary and Desired Qualifications

Next, categorise each qualification as either mandatory or one you prefer.

Fundamental credentials are a must, or applicants could not do the job without the basics. A software developer would benefit from excellent communication and outstanding listening abilities, but lacking good comprehension of programming languages is out of the question.

Desirable credentials and qualifications are optional for the position, but offer applicants an advantage. For example:

  • Previous time in related companies;
  • Similar roles;
  • Conference attendance;
  • Communities and meetups;
  • Applicable certifications.

Step 3: Score Resumes

If you’ve determined what to look for in a resume, create a scorecard to help you pick the best applicants.

Divide skills across divisions such as stages of education or experience. To guarantee that the base is still there, devote specific columns to the minimum workable skills.

Setup a separate pool for recommendations sent by friends. Growing to master reference checks can result in top-tier applicants. What’s better than reviewing a recommendation from a friend or colleague of yours who you already know? Of course, there is a certain security risk with phishing to that situation, but that’s something one should always beware.

Step 4: Automation (Optional)

Manually working through the process requires a lot of time and commitment, especially when you have hundreds or even thousands of resumes on the table.

Thanks to the use of new technologies for automated screening, such as applicant tracking systems, efficiency rises throughout the phase of evaluating recruits.

The trend is referred to as artificial intelligence in recruitment.

Such software products search employee files and databases to both hunt and determine who would be a suitable match, and then automatically pull the required credentials. Candidate qualification processing further can also with selection and short-listing.

Basic points and precautions need to be considered when evaluating CVs, though.

Employers’ Checklist to Review and Read a Resume

  • Match role characteristics with the must-have qualifications and credentials to look for on resumes.
  • Confounding the facts related to a nominee with his or her personal history can lead to hidden prejudices.
  • Beware of buzzwords that bias recruiting AI. Not everybody who uses buzzwords is eligible.
  • Look at the candidates’ job history. How relevant is the role to their background? How long since their previous employment? Why did they choose to take a break?
  • Note any blank spots in the employment trackback. Addressing these in an interview can reveal more to a story of workplace demotivation but high-performance spirit.
  • A good question to ask is, “Will you do this job well?”
  • Examine and verify qualifications and qualifications listed per application.
  • Neglect trivial hinders such as typefaces and graphics for being irrelevant to the essence of the job. Prioritize achievements over attitude. Still…
  • Mind spelling and grammar errors. Patience and diligence reveal a candidate’s diligence and commitment, but as mentioned above, minor glitches can happen.
  • Inspect social and web profiles mentioned in the applicant’s resume, be it portfolio or other accounts listed. Get a better idea of the person behind the CV.
  • Be sure the facts are right. Is it a good idea to compare the resume to the LinkedIn profile? Check if all the dates line up. Is there anything incorrect? Is inaccurate data present? Or does some lack?
  • When going over the resume, form two distinct sets: those to ask during a phone call, and those to ask when you interview the candidate. There are two interview questions you should always ask.
  • Separate resumes in groups with those best qualified, those least qualified, and those unfit.
  • Plan for further screening if the list of applicants is too large. Recruiters usually narrow down to a dozen applicants per role.
  • When on the phone, describe the position and work to applicants and make them say ‘yes’ or ‘no’ in order to ensure they’re serious? If you have written a list of questions, leave those for the interview.

Red Flags & Job Applications

  • A job hopper is someone that changes jobs regularly and may turn out unreliable;
  • Blank spots and employment history;
  • Fewer responsibilities as jobs change;
  • Temporary jobs;
  • Unnecessary length of paragraphs;
  • Difficulties to find the right details;
  • A tremendous amount of pages and info;
  • The first-person point of view;
  • Sensational titles, jobs, or responsibilities;
  • Silly personal emails.

Reviewing Resumes, Remarks for Employers

Evaluating resumes can be a tiring task, but when completed correctly, it helps organisations onboard a significant workforce. Knowing how to analyse a resume can save you from losing on a perfect applicant. The recommendations given above are meant to boost screening performance and results.

If everything else fails, intuition may be the strongest compass, so don’t be afraid to follow your gut feelings now and then, okay?