May 06, 2019
The Art of Resume Reading
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Looking at resumes seems to be a lost art form these days. The more technology we use to parse out words and phrases, takes away the humanity of the resume itself. After all, this is about the human. The people we want to bring in to our organizations.
I’m a bit old school and like to look at every resume. I look at details like length of service at each job, duties they performed, skills they may have, people they managed, and what their education is. I’m sure you all check out these details too.
Resume readers, and I mean the robot kind, are programmed to look for keywords and phrases that match up with the job description. That’s fine but what a robot doesn’t do is see experiences that may not match exactly to the current job applied to, but have related experience that transfers to the posted job requirements.
I like to look for these types of details because it shows flexibility and their potential range. Now some might say that looking at each resume might be deemed as discriminatory because of the title names sounding “ethnic” and that would cause me to not pick them for interviewing. Well, that would be true if I was a BAD HR Director. But since I’m NOT, I don’t worry about it. I always start with the job description and match skills and experience. If you take a chance on someone that is really close to your requirements as well, it may surprise you.
Let’s do a phone screen interview. I have used a specific phone screen template for many years now and I always start with the “housekeeping” questions. What are they you ask?
Now that the housekeeping questions are complete, you can get into the “meat and potatoes” of the job to see if the candidate really knows their stuff. I like to put together questions pertaining to the job title and then work with the hiring manager to come up with a few questions that they want to know up front before face-to-face interviews. I suggest about ten questions. It shouldn’t take longer than 30 minutes of interview time. The last three questions are usually the same for me.
What kind of manager do you like to have? Most people will say that want communication with their manager and no micro-managing.
Why are you the person for the position? I like to hear people respond with confidence here such as, I “know” I’m the right person because…. If they use, “I think I’m the right person…” then it shows less confidence in themselves and possibly their ability to do the job.
What questions do you have for me? This is a good tool for getting more information about where the candidate is coming from. What they are really interested in. I find too, if as the HR person I don’t know the answer, it is an opportunity for me to ask the hiring manager so I have a better understanding of the role and the department. You learn something new every day.
After each interview, I like to type up the responses and send them along with the resume to the hiring manager. From there, the manager can see we have asked each candidate the same questions and they can pick from the group who they want to bring in for the next round. I usually step back in when the manager has made a decision and wants to make an offer. Of course, different companies have different recruiting and hiring processes but this gives you some ideas to use.
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