People First HR Solutions - Article - Resumes - the good, the bad and the "What were they thinking?"

In this second article discussing recruitment issues, we are going to have a look at resumes. As business operators, we receive anywhere from 1-100 resumes a week, unsolicited. Then there are the resumes we receive when we are actively recruiting…..What are some sure-fire ways to ensure we separate the good from the bad?

First, let me cover the "What were they thinking?" category. I am sure you can relate to the type of resumes I am talking about. They come in many different forms. Sometimes, these resumes don't even relate to the job you advertised, or your style of business, and if it weren't for the fact that it was addressed directly to you, you would wonder if the applicant even read the ad. Next come the resumes which have lots of glitz and glamour to attempt to disguise inexperience. For the time and money it took the applicant to put this resume together, they would have been better off trying some volunteer shifts to boost their experience, or making the effort to meet prospective employers to show their enthusiasm. Some other examples include:
·Resumes and cover letters filled with spelling and grammatical errors. I have received more than one application, that because it was sent via email, the applicant felt that the standards rules of written English did not apply.
·Inappropriate return email addresses. The applicant would present as a much more professional and desirable candidate if s/he set up a standard email address with his/her first and surname (i.e. vanessa_smith@hotmail.com) , rather than use his/her regular email account with the address 'sexynessa69@..."

Aside from the light entertainment value, I have mentioned these resume faux pas because they all give you a glimpse of the applicant and how serious s/he is about your job. If the resume looks mass produced, needs colour and exciting fonts to dress it up, or is simply inappropriate, it indicates that the candidate has not taken the time to really consider your needs, as you have described them, and whether they, as an employee, could fulfill them.

Of course, the onus is not just on the candidate to consider their application carefully in order to present as the best possible applicant. They cannot highlight and emphasize ways in which they can meet your needs if you are not specific in your advertisement about what you want. This is where your position description, discussed in the October Super Update, is important. Use the specific statements of knowledge, skills and abilities required in the job to describe exactly the kind of applicant you are looking for, and the requirements of the role. The extra cost involved in placing a larger ad is far outweighed by the quality of resumes you will receive. Sure, the less desirable resumes will still come in, but you should also have a greater selection of quality applicants who are specific about how they can fulfill your needs as an employer.

With this, it is far easier to separate the good applicants from the less desirable. Things to look for in a resume are:
·Statements of achievements which specifically match your advertised requirements.
·Quantifiable statements that clearly explain the candidate's role in the workplace, what was achieved and how. Be mindful of vague statements which express opinions ('an excellent communicator') or make inferences about ability ('involved in client management'). Be sure to clarify these points if you are unsure about their validity. You are well within your rights to telephone the applicant, without obligation for an interview, to discuss such issues in their application.
·Be cautious, but not too judgmental about gaps in employment history. These are not necessarily bad. The candidate may have been traveling (which in this industry, could bring your business a wealth of knowledge and experience), may have had young children who are now at school, may have been caring for an invalid family member - the list is endless. Clarify the reasons for gaps, don't discard the application straight away.
·Also, don't be too harsh on applicants who have had a large number of jobs. The Hospitality, Tourism and Leisure Industry is by its very nature, a transient one. It is rare to be able to retain staff for the long term, as much as we would often like to. Look for the quality of the establishments the applicant has worked at - they may even be able to give you some tips and advice, or satisfy some needs you have for the shorter term. By the same token, look for balance. If the applicant has spent no more than 3 months in any one job, you probably will not be able to get what you need before s/he leaves again. An average tenure of 1-2 years is fairly reasonable to consider.

A final note on the presentation of resumes … colour and glitz do not necessarily equate to inexperience, just remember not to get caught up in the visual appeal. Similarly, visually boring resumes do not mean the applicant is conservative. Almost all books and articles about writing resumes suggest the applicant use a 12 point, basic font on white paper. The key message here is to look for the quality of the content, not the quantity or presentation.