Finding and hiring the right candidate for the job is becoming tougher than ever. The job market is saturated with too many candidates, and it’s hard to find the right ones. As a hiring manager, you probably had to review several resumes to find candidates that fit the role. But doing that doesn’t guarantee that the candidate will fit the company’s culture.
These days, companies are turning towards a more dynamic approach to finding suitable people to fill vacant positions. These approaches differ from traditional ones and help companies find people that’ll adjust well in the office and can bring something extra to the table. Here are some ways you can change your resume evaluation strategies.
Additionally, you can also work with third-party recruitment agencies to speed up the process since their evaluation processes are updated frequently.
Create Proper Job Postings
A good resume evaluation process starts with a proper job posting. You can rest assured that you won’t get good candidates if your job posting isn’t good. Even though the market is saturated, there’s still a high demand for qualified individuals. Candidates reject companies because they don’t put effort into creating an informed job posting.
Don’t make the same mistakes and create a good job posting that includes the relevant requirements and highlights the benefits the employee will get. Keep one thing in mind. Don’t demand more than what you require. Companies that list extensive demands come across as rude and toxic, and employees don’t want to work for them.
To Create A Rating Standard As The First Evaluation Step
Even though ratings have earned a bad reputation in the job market because they are ineffective, they are still a great way to sort through the first stage of resume screening. The reason is that several candidates apply for a job regardless of whether or not they meet the requirements.
This rating system will allow you to filter candidates below the required level. From there on, you can focus on candidates with relevant skills and experience. The rating should be based on the years of experience, skills, and educational background (if relevant).
Don’t Rank Candidates Based On Their Resume
As opposed to what’s stated above, it’s also important not to evaluate candidates based on their resumes. Once you’re done with the initial screening, it’s time to use a different approach to further screen the candidates. This includes taking into account their achievements, extra activities, and certifications they might have.
This shows that the candidate is hardworking and open to learning new things. This is a big plus point because almost all job roles require constant learning and hard work. If a candidate has a gap on their resume but comes with good experience and skills, try to overlook it and discuss it further in the interview stage.
Avoid Resume Clutter
Cluttered resumes tell you a lot about the candidate’s personality. Even if they have the right experience and skills, their cluttered resume shows that they didn’t put much effort into applying for the job. The candidate isn’t worth the time if you have to find relevant experience and skills on a one-page resume. So even if you think they’ll be a good fit, try to avoid proceeding with such candidates.
Take The Hiring Market Into Account
Just because you set a base in the job posting doesn’t mean you’ll get candidates that fit the description on the dot. Today’s market is highly competitive, and the top companies retain most of the top talent. So if you’re not one of them, don’t expect to get the best of the best. Instead, you should focus on the potential of the candidate.
You can learn about it by looking at their previous roles, asking their references, or calling them to discuss the role more. A resume isn’t enough to highlight a candidate’s skills, so as a hiring manager, you should always review them with an option in mind. That way, you won’t lose good candidates while searching for the best.
Don’t Be Rigid
While it can be daunting to go through so many resumes to fill one position, it’s never a good idea to be rigid. If a candidate looks promising but doesn’t have the relevant experience, it’s not a bad idea to give them a chance to show their skills. You’ll learn whether the candidate is suitable or not when you interview them. But most of the time, good candidates are just looking for the right opportunities to utilize their talents.
This doesn’t mean that you pick a complete newbie for an upper management position. Instead, you can pick a newbie to fill a senior role even if they only have experience in junior roles.
Talk To The Candidates To Test Their Soft Skills
Don’t be shy about calling more than two candidates for the interview. Many hiring managers want to narrow down their search quickly That’s why they don’t even give good candidates a chance to show their skills. It’s always better to conduct several interviews before narrowing down your search. This is the main reason why many companies have 2 or even 3 follow-up interviews. At each level, candidates are filtered out based on their skills. The first interview is usually to test if the candidate is up for the job and has good soft skills. This way, you don’t lose good talent, even if it means hiring someone less experienced.
Fill Vacant IT Positions Quickly With Panacea Direct’s IT Recruitment Services
At Panacea Direct, we rely on technology and our team of experts to sort through stacks of resumes and find candidates that meet your requirements. Direct recruiting, contract hire, IT consulting, and many other services are part of our recruitment offerings. We’ll help you hire skilled IT project managers, software developers, web developers, and business analysts for IT. Register your firm with us, give us your requirements, and we’ll quickly match you with the ideal candidate. To learn more about our services, feel free to get in touch with us!
