Perfman HR: Resume Red Flags
Perfman HR: Resume Red Flags
Perfman HR: Resume Red Flags
When dozens or even hundreds ofresumes are piled on your desk, you need a way to narrow down yoursearch.
Here are a few things to watchfor when weeding out candidates:
Typos
Misspelled words
Grammatical mistakes and poor
punctuation
Outdated information
A non-chronological organization or
lack of dates, which could be an
attempt to disguise either a history
of job hopping or a long period of
unemployment
Grammatical mistakes and poorpunctuation
Outdated information
A non-chronological organization orlack of dates, which could be anattempt to disguise either a historyof job hopping or a long period ofunemployment
Use of vague titles or descriptions such as consultant, without specifyingtasks or jobs performed relatedto that position
Irrelevant personal information orphotographs
A job history that indicates a lack ofprogress and promotions
Frequent job changes
Responsibilities listed that seem too important for the job title
A grandiose job title for a junioremployee
Missing standard information thatyou would expect to find, such as adegree or educational history
RESUME REVELATIONS
A resume shows just what the candidatewants you to see, yet when youread between the lines, it can tell youa great deal about the candidate'sskills, motivation, and character. Theresume tells you much of what you need to know about a candidate:
Skills
Has the candidate done this jobelsewhere?
Does he have the skills you require?
Has he augmented his skills withon-the-job or outside training orclasses?
Did the candidate make a contributionwith previous employers? Ishe likely to do the same in yourorganization?
Character
Does the candidate seem to havethe energy and confidence to do thejob?
What is the evidence that she willbe conscientious, hardworking, anddetermined?
Did the candidate stay with previousemployers for long periods oftime?
Does the evidence suggest thecandidate will fit in and be a teamplayer? Has she worked collaborativelyin the past?
Will she be easy to manage? Hasshe job-hopped, which might suggestissues with previous managers?Do coworkers rather than managerscomprise her reference list?
Will the company's managementstyle and corporate culture suit her?Is the management style or cultureof previous employers similar toyour management style or company'sculture or drastically different?
Salary expectations
Is the job's salary range appropriateto his salary history?
Is the salary what he wants orneeds to earn?
Do the benefits meet his needs?
Can the company afford him?
Atin Dasgupta is director and co- founder ofPerfman HR.
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