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StrategyDriven Talent Management Article

Recruitment Strategies – What To Look For In A Resume

These days any employer advertising a post knows they will be inundated with applications. That mean you will have a large number of resumes to sort through before you can narrow down your choice of candidates for interview. This can obviously take a long time. Many recruiters choose to use recruitment agencies or talent scouts to select the very best talent to come into the office for an interview. It can take a lot of the time and hassle out of the process, but there will be a cost added. If you’re currently recruiting, what do you look for in a resume?

Cover Page

Many recruiters read only the covering letter to gauge whether a candidate will be right. This can be a little naive though, as it will only give very brief information. Still, it should provide an insight into the level of professionalism you can expect. Spelling errors are simply unacceptable to recruiters today. Some won’t accept anything that isn’t personally addressed to the manager. A cover letter should offer you enough detail that you want to read on.

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The First Paragraph

Many resumes feature an introduction paragraph designed to sell that candidate to recruiters. Not everyone is a great marketer, and self-promotion can be difficult for some. Still, a candidate with the confidence and clarity to identify relevant qualifications and achievements in a single paragraph could be worthy of an interview. Look for insights into the candidate’s personality in their writing style. Sometimes quirky, chatty styles fit well in the company.

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Qualifications

Some companies have strict policies about the schools they will recruit from. Others simply demand a degree. The qualifications should be clearly listed so you can quickly identify the level of education for the candidate. You should be able to see any recent continuance of studies. Some colleges like UAB offer degrees online. Candidates that study this way can manage work and study in tandem and so might be of more interest to demanding employers.

Work Experience

Do you frown upon candidates with gaps in their work history? There are many reasons why a potential recruit had time away from work. Before you completely dismiss them, consider how rounded their experience might be. Have they taken on non-salaried projects? Perhaps they were studying, raising a family, or running their own business? If they’re unemployed now, consider the benefits of a well-rested candidate!

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The Closing Paragraph

If you’ve read this far, chances are this candidate has piqued your interest. Now they have a chance to let you know if their personality could be a fit for your firm. This final paragraph often offers an insight into their hobbies and interests outside of the workplace. We’re all trained to include something artistic and something that suggests we look after our health. You might ignore those references because every resume has them. What else can you find that fits in well with the culture of the company, the products you develop, and the customer base you’ve built?

Recruitment is expensive and time-consuming. It’s important to find candidates that are right for the business. That’s not easy without a recruitment strategy.

Examining the State of the U.S. STEM Workforce: Today and Tomorrow

One of the major STEM (science, technology, engineering and mathematics) debates currently underway today in the United States revolves around whether or not there is, in fact, a STEM workforce shortage in the country.

To further examine the myth versus reality discussion, this year’s Bayer Facts of Science Education survey, the 16th in the series, polled talent recruiters at Fortune 1000 companies both STEM and non-STEM alike, about their companies’ current and future STEM workforce supply and demand needs. We chose talent recruiters as the target for our survey because these are the people on the front lines of the STEM shortage argument.

Several trends emerged in the survey.

1. STEM Degree Holders are ‘As’ or ‘More In Demand’ for both STEM and Non-STEM Jobs.

Today, STEM skills are in demand by employers for jobs that are traditionally considered non-STEM, with demand for two- and four-year graduates equipped with these skills exceeding demand for their counterparts who don’t have these skills.


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About the Author

Laurel Rutledge is the vice president of Human Resources for Bayer MaterialScience LLC. She is responsible for providing human resources strategic leadership to meet the challenges and objectives of the business. The Bayer Facts of Science Education is an ongoing public opinion research project commissioned by Bayer since 1995 as part of the company’s award-winning Making Science Make Sense® (MSMS) initiative. For more information about this survey or other Bayer surveys, please visit www.bayerus.com/msms.