How do you balance quality and quantity when multitasking?

1 Assess the job requirements

Before you start screening resumes, you need to have a clear understanding of the job requirements and expectations. What are the main tasks, responsibilities, and goals of the role? How often and how complex are the situations that require multitasking? What are the skills, competencies, and behaviors that indicate effective multitasking? You can use the job description, the hiring manager's input, and your own knowledge and experience to define the criteria for screening resumes for multitasking.

2 Use a resume screening tool

A resume screening tool can help you save time and effort by filtering out resumes that don't meet the basic qualifications and keywords for the role. You can use a software or a platform that automates the resume screening process, or you can create your own checklist or scorecard to evaluate resumes based on the criteria you defined. A resume screening tool can help you narrow down the pool of candidates and focus on the most promising ones.

3 Look for evidence of multitasking

Once you have a shortlist of candidates, you need to look for evidence of multitasking in their resumes. How do they describe their achievements, skills, and experiences? Do they mention specific examples of how they handled multiple tasks, projects, or priorities simultaneously? Do they quantify their results and impact? Do they demonstrate initiative, problem-solving, and adaptability? You can use the STAR method (Situation, Task, Action, Result) to analyze their resume statements and identify the ones that showcase multitasking.

4 Avoid common biases and errors

Screening resumes for multitasking can also pose some challenges and risks. You need to be aware of the common biases and errors that can affect your judgment and decision-making. For example, you might be influenced by the halo effect, which is when you form a positive impression of a candidate based on one aspect of their resume, and overlook other relevant information. Or you might fall prey to the confirmation bias, which is when you seek out or interpret information that confirms your existing beliefs or preferences. To avoid these biases and errors, you need to be objective, consistent, and fair in your screening process.

5 Seek feedback and validation

Screening resumes for multitasking is not a solo activity. You need to seek feedback and validation from other stakeholders, such as the hiring manager, the team members, or the HR department. You can share your findings, opinions, and recommendations with them, and ask for their input and feedback. You can also compare and contrast your screening results with theirs, and identify any gaps or discrepancies. Seeking feedback and validation can help you improve your screening quality and accuracy, as well as your collaboration and communication skills.

6 Follow up with candidates

The last step in screening resumes for multitasking is to follow up with the candidates. You need to inform them of the outcome of your screening process, whether they are selected for the next stage or not. You also need to provide them with constructive feedback and suggestions for improvement, if applicable. You can use email, phone, or video to communicate with the candidates, depending on your preference and availability. Following up with candidates can help you maintain a positive and professional relationship with them, as well as enhance your employer brand and reputation.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?