HR department must often face the mass of CVs of the candidates for available positions. However, do you know the red flags that can help you pay attention as you review applicant resumes to save time? In this article, there are four signature red flags in resume review for employers.
The first signal for employers is a CV that is emailed from a current employer’s address. The candidate is not only thoughtless, clueless and also not too intelligent. Furthermore, you can pay attention to emails which in the current employer’s envelopes, printed on the current employer’s stationery, etc.
When your online job application takes an hour to fill out, another red flag is a 2:30 pm time stamps. Remember that, once they take advantage of their current employer, they are sure to take advantage of you.
The next red flag for the bosses is the failure to customize a resume and cover letter. Moreover, the cover letter is an especially telling skipping. Commonly, the candidates who are unqualified for positions have the tendency to spam the employers with their resumes.
Let’s assess the strength of the candidates who use generic objectives. For instance, there are people will say to obtain a position that will enable me to use their strong organizational skills, educational background or be likely to work well with people in roles with inclining accountability and management potential. You should remember these objectives and consult other employers to learn more about the applicant’s strengths.
If the applicant passes the first round and their resume and cover letter are customized, they will have more chance to prove with you how they have researched and understood about your business. They may exhibit their entire knowledge about the customer and also the products. Through that, you will know how they can dedicate to your business.
Nowadays, in this tight job market, the applicant will be able to apply for jobs for which they are overqualified. The business will benefit from their strong experiences and knowledge which they bring to your workplace.
However, commonly, the new workplace will invest time and money for training their new employees even though they’re experienced employees or not. The employee is the factor in building relationships and the workplace is always disrupted when an employee leaves.
Thus, this is the problem of an overqualified applicant. These employees may leave, even leave quickly- that leans on the success of their job search. Every employee expects the higher salary that their lifestyle, expenses or family budget were developed. Moreover, this depends on the organization’s scale and needs. They may not have a higher level position or better-paying job available for quite some time.
Last but not least, the red flag for the manager is an unusual employment history. Particularly, you must consider thoroughly the explanation of your future employee offer for their unusual working history. An employee with an employment gap has the tendency to provide a viable interpretation on the resume or in the cover letter.
The employers are no longer as loyal to employees as they were in the past era either. Remember that, medium performance is not a guarantee of a job and loyalty. Moreover, the familiarity does not trump dedication. Another is still a red flag to examine is a series of short-term positions.
Let’s probe and listen carefully to the applicant’s answers. Let’s trust your intuition. You will develop you sixth sense base on increased experience in interviewing, resume review and applicant selection. You will learn how to know a candidate is telling the truth or not.