When examining potential candidates for a job there are a few important things you must consider when looking at resumes and during the interview process.
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During the interview process, there are a few things you need to keep in mind when it comes to questions you should ask and also what you should look for in a resume.
The first thing I look for in a resume is the chronology—the titles, dates, and names of companies listed in reference to a person’s employment history.
This information can tell you a lot about the person behind the resume. You can learn how frequently they tend to change jobs, how long they stay with companies, and whether the companies they’ve worked with were reputable. Ultimately, the past is the No.1 predictor of the future.
Looking at titles is one good way to see examples of this. Has the person experienced promotions or changes in title throughout their chronology? If you see the person has steadily climbed in their career, you can expect the same of them in the future.
Additionally, when looking at a resume it’s important to note whether it utilizes an appropriate aesthetic and also what the person has done to differentiate their resume from the rest. A resume that stands out in a good way tends to indicate a person who does the same.
It’s also important to examine any additional information found on a resume, such as skills, technological proficiency, and more. Usually, my team and I are able to determine whether we want to interview a person based on their resume within 60 to 90 seconds.
Another point which solidly indicates a good resume is its use of quantitative statements and numbers. Specifics such as the number of people managed and the size of budgets can help to concretely show how adept a candidate is at what they do.
But not everything can be found out from a resume alone. There are also five key questions you need to ask in the interview itself.
The first thing I look for in a resume is the chronology—the titles, dates, and names of companies listed in reference to a person’s employment history.
This information can tell you a lot about the person behind the resume. You can learn how frequently they tend to change jobs, how long they stay with companies, and whether the companies they’ve worked with were reputable. Ultimately, the past is the No.1 predictor of the future.
Looking at titles is one good way to see examples of this. Has the person experienced promotions or changes in title throughout their chronology? If you see the person has steadily climbed in their career, you can expect the same of them in the future.
Additionally, when looking at a resume it’s important to note whether it utilizes an appropriate aesthetic and also what the person has done to differentiate their resume from the rest. A resume that stands out in a good way tends to indicate a person who does the same.
Ultimately, the past is the No.1 predictor of the future.
It’s also important to examine any additional information found on a resume, such as skills, technological proficiency, and more. Usually, my team and I are able to determine whether we want to interview a person based on their resume within 60 to 90 seconds.
Another point which solidly indicates a good resume is its use of quantitative statements and numbers. Specifics such as the number of people managed and the size of budgets can help to concretely show how adept a candidate is at what they do.
But not everything can be found out from a resume alone. There are also five key questions you need to ask in the interview itself.
- What do you love about your current role?
- What do you want out of this role that you do not have now?
- What are your career goals for the next three years?
- Have you ever been placed by a recruiter?
- What is motivating you to make a move?
