Think about it. How many times have you reviewed a resume, believing that you have found the perfect candidate….until you meet in person and it’s a completely different story? The same can also happen in reverse. Your company’s resume screening practices could be eliminating qualified candidates for your organization.

Here are three things to consider when reviewing a resume in today’s digital world:

Do you have a style preference that could be hindering your objectivity? There are many different styles of resume writing, all with equal validity. We must be aware of our own preferences and biases when it comes to resume styles. There can be word variances, modern or standard, bullets or paragraphs, or both. The point being, it is easy to look over a very capable candidate simply because the resume they submitted doesn’t happen to match your personal preference. And yet, this candidate could very well be a great fit for your team or organization.

Are you relying too heavily on your Applicant Tracking System? First, there are many different Applicant Tracking Systems and varying levels within those systems, depending upon your company’s budget and preferences. Then, there are fonts, file types, bullets, and other formatting issues that can kick out an otherwise great candidate. While we may need technical assistance to screen candidates, we also need to be aware of the limitations of certain technologies when it comes to good candidates applying for your open positions. How is that algorithm configured for your business?

Is the resume the only tool you are using to evaluate candidates? While resumes have historically been a valuable tool for screening candidates, in our ever-changing digital world how much are we relying on it at the expense of some great talent slipping through our hands? Some businesses have already realized many candidates start the interview process on social media, with sites such as LinkedIn and YouTube. If you are looking for certain positions to fill, have you thought about considering who is producing YouTube videos and checking out blog content for that “expert” you need?

Experts agree that “the status quo is quickly evaporating before our eyes” in today’s job market. What the ultimate impact will be and what changes are to come, we cannot be sure of yet. However, in today’s “low unemployment” climate, it makes good sense to figure out how to “screen-in” candidates instead of eliminating those who might actually be a great fit.

Additional Information: https://www.inc.com/peter-yang/4-mistakes-employers-make-when-reviewing-resumes.html

Could You Be (Unintentionally) Screening Out Qualified Candidates?