Hiring: Application and Resume Review Tips

Applications and resumes are typically the first tools most organizations use to gather the information needed to screen prospective hires. They provide basic details such as name, address, and qualifications, helping employers determine an applicant’s suitability for the job.

Applications and resumes are most useful when:

• Eliminating obviously unqualified applicants

• Preparing for the employment interview

• Providing necessary information for background verification

While application and resume submission is a small part of the selection process, an effective hiring process begins with a job analysis to identify key job requirements, which are then reflected in the job description. Once the job analysis is complete and the job description is written or updated, the interviewer will develop a set of core interview questions. These questions, which will be asked of all applicants, help determine how well they meet the minimum job requirements.

The next step focuses on reviewing the information provided by each applicant in their application and resume. By delaying this review until after the key job requirements have been identified and the core questions developed, interviewers are more likely to compare applicants to the job requirements, rather than to each other. This approach helps ensure a fairer comparison and can lead to the development of additional questions for individual applicants to clarify information presented on their application or resume.

Application and resume review is much more efficient when the screener consistently evaluates the application against pre-determined criteria related to job requirements. Using the same criteria to review applications, the interviewer can determine who meets the minimum requirements for the job and invite those candidates for interviews. If information is unclear or incomplete, the reviewer can flag these areas for further discussion.

Identifying "Red Flags" During Application and Resume Review

Once you have confirmed that the application and resume indicate the key qualifying factors are present, the next step is to identify any potential "red flag" areas that may need further information or clarification:

• Are both the months and years of employment specified? If only the years are listed, it may be an attempt to lengthen experience, omit a job, or cover gaps in employment.

• Are gaps in employment explained? A lack of explanation may raise concerns, but don't jump to conclusions without further investigation.

• How frequent are job changes? Rather than assuming instability, consider asking for specific reasons for job changes.

• Is earlier experience more relevant than recent experience? It’s worth noting if the applicant’s previous roles are more relevant to the job than their more recent experience.

• Are there inconsistencies between the resume and the application? Inconsistencies may indicate attempts to hide something, or they may simply be errors. While not necessarily disqualifying, inconsistencies should be explored further.

• What are the applicant’s salary expectations? Compare these expectations with their salary history and the salary range for the job. Be aware of state laws that prohibit asking for salary history in certain areas (e.g., Colorado).

• Are there unexplained or inconsistent job progressions? Career changes or other factors may explain shifts in job history, but it's important to discuss these areas with the applicant.

• Are there other inconsistencies (e.g., education level and job type)? These could suggest someone with a broad range of interests or skills, or someone who may lack focus or commitment. It could also indicate a career change or an individual unsure of their goals.

Final Thoughts

Knowing how to review applications and resumes is a skill that takes practice and ongoing evaluation. However, by following these tips, you can enhance the effectiveness of your hiring process and make better-informed decisions.