When you put out a job ad, you might be surprised at the number of responses you get. It’s very easy to end up overwhelmed, with a thick stack of resumes on your desk and no idea how to start going through them.
Been there, done that. In fact, we’ve got years of experience screening IT resumes, and we’ve seen it all. Now, we put our expertise to work to help companies find the right person for their open IT positions.
Here are just a few of our best tips for effectively screening IT resumes.
Know your hard lines.
You should be very familiar with your job ad (you wrote it, after all), so you should know the “hard lines” that you aren’t willing to cross. If you said two years of experience is required, for example, and the candidate only has one, that’s an easy “no.” Know where you’re unwilling to compromise, and you’ll likely be able to quickly weed out many candidates that don’t meet these minimum requirements.
Identify any “standout” qualities.
After thinning the herd of the definitive “no” candidates, you can start to be a little more picky. If your remaining candidates meet all your minimum qualifications, look for other criteria that is not necessary, but “nice to have.” Maybe it’s not absolutely necessary, for example, that your new employee is familiar with a certain software, but it would be great if they were. These qualifications are not absolute musts (your hard lines from above), but they are “above and beyond” qualities that you’re keeping an eye out for. This could help you identify standout resumes, right off the bat.
Look closely at past employment.
The candidate’s resume should list her/his past employment, including the dates worked at each position. This is a fairly quick and easy way to discover potential red flags. For example, you might not be attracted to the candidate who has had four different jobs in the past six months. Conversely, your company might not be the right fit for someone who has had the same job for the past twelve years. Think about your company culture and the IT position you are looking to fill, and make sure the candidate’s work history easy aligns with your vision for your new employee.
Pay attention to details.
Be on the lookout for spelling or grammar errors within the resume. Also take note of things like organization and clarity of communication. Are you able to easily find and interpret the information on the resume? If not, your candidate may have trouble paying attention to details, which could be a mark against them.
Notice personalization (or lack thereof).
You want someone that wants to work for you—not just someone who wants “a job.” Their resume should reflect that they have taken the time to understand your position specifically, and that they aren’t just sending out generalized resumes to anyone and everyone.
Keeping these tips in mind, you should be able to effectively screen resumes of candidates for filling your open IT position.
Still a little overwhelmed? EDI Staffing can help you fill your open IT positions with well-qualified candidates that are a great fit for your company. Let us put our years of expertise to work for you when it’s time to make your next hiring decision.
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