A Manager’s Guide: How to Review a Resume

Is there a best way to review a resume? Maybe. There’s certainly an efficient and effective way to do it to help you find the best candidate for the job. It’s essential to look over the resume carefully, but what should you be looking for, and how do you know how much time you should spend on each section?

We’ve put together some tips to help managers review resumes more effectively and efficiently.

How long should you spend reviewing resumes?

It is essential to review a resume thoroughly, but you should not spend too much time on any one section. According to hiring partner Indeed, on average, employers look at resumes for six to seven seconds. That will vary from company to company, role to role. But typically, you can gather what you need to know in a few minutes.

Remember, resumes are just a snapshot of an individual’s qualifications. So, as you learn more about a candidate, it’s natural to have follow-up questions for them to explain something in more detail or ask for additional information during the interview process.

The first item to look for when reviewing a resume

Start at the beginning. Look at their experience and job history. This is often the most essential section of a resume, so you’ll want to spend some time reviewing it in detail.

Take a look at each role and determine whether it’s relevant to the current opportunity you’re hiring for. Do they have the skill set you need? Do they have the years of experience or leadership expertise required to do the job well?

Pay attention to dates and how long candidates stayed in their roles if that’s an important factor in your hiring decision.

Tips on how to review a resume

The first step you should take during resume screening is to skim through it to ensure that the applicant has included all the necessary information.

Things like their contact information, how long they have been in the industry, how much experience they have with relevant skills and qualifications, including degrees and licenses, should be front and center. With luck, the candidate will have set their resume up to be highly scannable and hitting on key successes or impacts they’ve had in previous roles.

Once you've reviewed these things, then it's time for a deeper review of their employment history, education history (if applicable), and skill set.

Read resumes completely

Review a resume thoroughly, even if it requires a bit more time. If you require a cover letter, take time to read that since it can also contain valuable information. If there are terms or acronyms used that are unfamiliar to you, be sure to ask for clarification.

Scan their job experience

Evaluate past experience by looking at the company, position, and accomplishments. Does their experience match what the company needs for this role?

What about hard skills or technical certifications and qualifications? Are there soft skills that are essential for success in this role? Do they have them—or others that are related and transferable to what you need them to do?

Determine the best candidate

If there are multiple qualified candidates, reach out to more than one job seeker and evaluate them more thoroughly through the interview process. Does this role require a skills assessment? Make sure you add that to the interview process.

Resume Scorecard

Creating a scorecard for each candidate can help to make the decision easier. This can be as simple as a yes or no for each section of the resume with notes.

After reading and reviewing the resume, this is what your notes should look something like:

• Degree in IT from X university
• 5 years of experience in data analytics
• Received multiple awards for their work with different companies
• Regularly attend industry networking events
• Salary requirements
• Available to start date

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Remember that resume review or interview notes are part of the application process, so make sure your comments are professional and thorough in case you need to share them with other members of your team or senior leadership.

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Questions about something on a resume? Ask the candidate.

When reviewing a resume, ask questions about any issues of concern from staying in a job for only a short time to a gap in their work experience.

A candidate that has been with multiple companies for short periods might be a "red flag" for some industries—for others it’s quite common. How would it impact your position? Would past “job hopping” in previous positions impact their performance for your role?

Do their answers to your questions match up to their resume? Are they able to articulate the details of what they did in a job and what they learned in the position?

If the employee has a gap in their employment and they haven’t clarified why (return to school, caregiving needs, retirement), ask them to explain it to you in more detail.

Are you concerned the candidate may have been fired or laid off in the past? Ask why they left the past positions listed on their resume. It’s a great opportunity to ask them what they are looking for in their work environment or how they prefer to be managed if they raise issues about past employers.

It’s important to remember that not every perceived “red flag” on a resume means that the candidate isn’t appropriate for the position or your company. By looking out for issues and asking questions, you can ensure that the candidate is a good match for your company.

It's also vital to make sure you don't make offers too quickly because this could result in hiring someone who isn't qualified or who isn't the right fit for your company, resulting in more time wasted on training and additional costs down the road.

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The resume review process is an essential step in hiring candidates. It can make or break your decision to choose one candidate over another. This is why you must thoroughly evaluate the resumes of potential candidates before making any decisions on who to hire. Ready to hire? Insight Global can help you find great candidates today!