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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.

The Secret to Successful Recruiting

Recruitment has always been a tricky business. So many times a candidate can sound like the perfect match on paper, only to prove a disappointment at interview. Then there are the even worse scenarios, where a candidate comes across both in real life and on paper as perfect, only to then not meet the criteria when actually in the job. There must be a way for recruiters to ensure that they hire only the best and most promising candidates, those who are almost guaranteed to perform and stay in a role for the long term.

While workplaces are swiftly becoming more and more advanced in cloud computing, using social media for marketing purposes, and generally becoming au fait with modern technology, there is one area which is sadly lacking when it comes to technological advancement. Despite the realization that computer software greatly enhances the efficiency with which businesses operates, the use of recruitment software is not widespread. The simple fact is that not many business leaders are aware that recruitment software can transform your HR practices for the better and make hiring a simpler process.

Why should you invest in software for your HR department? There are several reasons for doing so, each of which is detailed below.


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About the Author

From her 25 years in business, Elizabeth Hill aims to pass on knowledge and skills gained in that time through her writing. She loves walks in the countryside, spending time with family and friends, and is ever so ‘slightly’ addicted to coffee.

The Final Piece to the Quality Hire Puzzle

Your company’s hiring managers are working tirelessly to write accurate job descriptions. You’ve made interview checklists and performed background checks, but somehow several new team members are just not working out. And, it’s costing your company big. So, what went wrong? What can you do? First, let’s examine what exactly these bad hires can do.

Bad hires can wreak havoc

HR.com, the largest social network and online community of HR executives shares some eye-opening information about who you are really hiring. For instance, did you know that 53 percent of all job applications contain inaccurate information and that 34 percent of all application forms contain outright lies about experience, education, and ability to perform essential functions on the job? It’s activity like this that can really do some damage to your bottom line.

In fact, the U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30 percent of a person’s first-year potential earnings. So, for example, one bad hire with an annual income of $50,000 could equal a possible $15,000 company loss. Don’t you work too hard to have your company take a hit like that?


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About the Author

Greg MoranUtilizing more than a decade of human capital management, sales and leadership experience, Greg Moran is Founder and CEO of Chequed.com. Chequed.com is redefining the way companies hire with a singular goal… No Bad Hires. Ever. Their Predictive Talent Selection™ platform helps leading brands worldwide make hiring more efficient and data driven through cloud-based, automated, predictive reference checking. In partnership with the University at Albany, Chequed.com works with organizations to implement best practices in talent selection, which are scientifically proven to reduce cost per hire, increase quality of hire and improve organizational productivity. For more information, visit www.Chequed.com.

The TKO Interview: Five Ways to Fire Before You Hire… and Find the Right Person for the Job

Hasty hiring brings eventual firing. These wise words should be the mantra for every organization hiring from today’s overcrowded job market. Especially if your company’s current hiring process consists of putting out a job posting, sifting through résumés, and hiring the first person who doesn’t throw up a major red flag during an interview, it’s time to consider a renewed approach. One that will save you time and money and help you hire the best of the best.

Making poor hiring decisions will cost both your company coffers and your company culture dearly. It’s much better to be temporarily short-staffed than to lower your standards. Learn to use the interview process to knock out the candidates who aren’t the right fit for you, and you’ll end up with a new team member who will be an asset to your brand, your morale, your momentum, and your productivity for a long time to come.

The purpose of a knockout interview is to eliminate candidates from consideration using smart, rigorous, values-shaped standards, and to do it without wasting time. Knockout interviews help upgrade hiring from an inclusive process to an elimination process, thus saving your most valuable resource – time. To that end, knockout interviews are invaluable.


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About the Author

Dave Anderson, author of How to Lead by THE BOOK: Proverbs, Parables, and Principles to Tackle Your Toughest Business Challenges, is president of Learn to Lead, and has given over 1,000 leadership presentations in thirteen countries. He is also the author of How to Run Your Business by THE BOOK: A Biblical Blueprint to Bless Your Business; If You Don’t Make Waves, You’ll Drown; Up Your Business!; How to Deal with Difficult Customers; and the TKO business series. He and his wife, Rhonda, are cofounders of The Matthew 25:35 Foundation, which helps feed, educate, and house under-resourced people throughout the world. To read Dave complete biography, click here.

Inspiring Employees with a Values-Rich Environment

Even if your corporate culture leaves a lot to be desired, managers can create a localized environment that inspires your employees to achieve peak performance. It’s a fact that I discovered over and over in my work for JetBlue, Southwest, Doubletree and other companies with high-performing cultures: the vast majority of your employees want to work in a place where people care about customers and each other, are fully engaged, take pride in their work, and feel the obligation to continually improve. In other words, they want you to create an inspiring culture, even if it’s just in your department. They will even help you create it, if you show them the way.


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About the Author

Ann Rhoades, author Built on Values: Creating an Enviable Culture that Outperforms the Competition, is president of People Ink, a culture-change consulting firm. Ann serves on the Board of Directors for JetBlue and P.F. Chang’s. She was one of the five founding executives of JetBlue Airways; Chief People Officer for Southwest Airlines; and Executive Vice President of Team Services at Doubletree and Promus Hotel Corporations. To read Ann’s complete biography, click here.