If you’re a prospective employer looking to bring in new talent, then the first and most obvious means of screening your applicants is the all-important resume. A resume is a summation of a person’s work and educational history, as well as their skills and any other activities they may have participated in. However, many times, I get questions from new entrepreneurs and HR managers about what to look at applicant resumes.

When you post a position, you’re bound to get overwhelming numbers of resumes, especially during this particular time. Many companies, including the majority of Fortune 500 firms, use applicant tracking systems (ATS) to filter resumes and process applicants. To help you narrow down your options, check the following things you should look for in an applicant’s resume:

Understand the Hiring Process

The hiring process can be a daunting and mysterious experience. As a manager or entrepreneur, you will look at different aspects to assess prospective job candidates. This is many times overestimated. Even the future of the company will depend on the right choice because, without competent people, your small business will not succeed as you would like.

So, understanding what hiring managers look for in a resume can help you increase your chances of getting the best people for your business.

This section will break down the key elements that hiring managers consider when reviewing resumes.

Hiring Process

Usually, each hiring process, in large part, will be conducted in the following logical steps:

• Recruitment – Your company will ask for and receive resumes from prospective candidates.
• Analysis—You will analyze your resume database to determine who can proceed to the next stage. Depending on the job position, you may look at hard skills first and then soft skills.
• Interview – You will conduct an interview process with candidates who pass the analysis stage.
• Selection – You select the most appropriate candidates that pass the interview stage.

As you can see from the first resume screening, you will probably filter most of the candidates for job positions in your small business.

What Hiring Managers Look for in a Resume from a Job Seekers

I have talked with many hiring managers, and one pattern I have seen from all of them is that they typically look for a combination of relevant skills, experience, and personal qualities that align with the job description.

Here are some key things that hiring managers look for in a resume:

• Relevant work experience for specific previous job responsibilities
• Key skills and technical skills that match the job requirements
• Career progression and achievements
• Education and certifications
• Soft skills and personal qualities that fit the company culture

Now, let’s look at what you should look for in resumes that pass the applicant tracking system:

1. Great Resume Headline for Job Seekers

Even if it is not as important as other elements of the resume, still one of the first things you will look for is a resume headline. I have seen many times that the person who sends a job application and makes an effort to write a great headline can impact the decision of managers to continue to read the resume.

A great resume headline is a must for every resume. A good resume headline (or resume title) describes the individual value of a candidate by using a short, concise phrase. Found at the top of the resume, the resume title is usually listed under the name and contact details of the resume.

Check out the important things you need to know about resume headline:

• A headline should let you instantly and succinctly know about the applicant just by reading the title.
• The title alone is not enough, though – it should also contain keywords related to the job, the company hiring, and a personal statement. Hiring managers look for both soft and hard skills that match the job requirements, emphasizing the importance of a candidate’s skills.
• A resume headline should be as short and concise as possible.

According to Enhancv, a great resume title should incorporate the following tips:

2. Experience of Qualified Candidates

The first thing that you will want to check in an applicant’s resume is their experience. There are a lot of things to consider when it comes to an applicant’s work history and how it relates to the kind of job with a specific job description they are applying for.

The applicant should clearly show that they have worked in a position relevant to the job they wish to apply for. Job descriptions can help evaluate the relevance of an applicant’s past roles.

When it comes to resumes, it is very important to know how many years the applicant has worked as an employee of a particular company or what is the approximate number of employers they have worked for. The applicant should be able to provide a complete account of all of the positions that they have held, including company name and the dates and length of employment. This information is important because it will give you a sense of their experience on the job and what skills they could be brought into the position that aren’t necessarily spelled out on the resume itself.

Related: How Certified PEO Services Streamline HR and Compliance

3. Education

Another thing that you should look for in an applicant’s resume is the kind of education that the applicant has attained. An applicant should list all of the levels of education that they have completed or are in the process of completing. Depending on the position and job description you are advertising to fill, you will have different educational requirements. Some jobs require, at minimum, a high school diploma or GED, others a bachelor’s degree, others a graduate degree, and others still require a certification.  

Education is important especially for specialized positions like those you receive certifications for at trade schools, such as for plumbers and electricians, and those you receive advanced degrees for, like engineering and teaching. The specifics all depend on the position you are trying to fill.

It is worth saying that education can supplement a lack of experience on an applicant’s resume, especially if they are a younger applicant who is newer to the workforce – and, conversely, someone may have enough experience in a field to supplement their lack of formal education.

Look at these sections as complementary information rather than two entirely separate considerations.

4. Skills and Achievements

An applicant should also list any relevant skills and qualifications. Focus on the skill set and specific areas of expertise to easily understand why the applicant is a good fit for your needs. You should examine the applicant’s work history, education, training, skills, and achievements to determine if the person is a good candidate for a future employee.

Today, many job applicants are using resume builders and resume examples to guide them in writing resumes that will showcase their skills and achievements effectively. So, this is the place where you must put more focus and carefully read and review what skills applicant write in their resume.

An applicant may also have a list of achievements and other activities listed. These may be academic achievements, professional achievements, or extracurricular achievements. Also, they can list any volunteering experience, personal projects, or similar extracurricular activities. These may not necessarily strictly relate to the position you have posted, but they may relate to some of the skills they have accumulated or explain gaps between employment and education.

Hard Skills

Hard skills are specific, teachable abilities or knowledge sets that are typically acquired through education, training, or experience. These skills are often job-specific and can be easily quantified or measured. Hiring managers look for hard skills that align with the job description to ensure candidates have the necessary technical expertise for the role.

Here are some examples of hard skills:

• Proficiency in software programs (e.g., Microsoft Word, Excel, Photoshop)
• Data analysis and statistical analysis
• Programming languages (e.g., Python, Java, C++)
• Technical writing and documentation
• Foreign language proficiency
• Project management and budgeting
• Graphic design and multimedia production
• Mechanical engineering and CAD software
• Financial modeling and accounting
• Web development and coding

Soft Skills

Soft skills and personal qualities, on the other side, are essential for success in any profession. In this section, we will explore the importance of soft skills and personal qualities in the job search process.

Soft skills refer to non-technical skills that are valuable in the workplace, such as communication, teamwork, and problem-solving. Personal qualities, on the other hand, refer to an individual’s personality, attitude, and values.

Hiring managers often look for candidates with strong, soft skills and personal qualities that fit the company culture. Here are some examples of soft skills and personal qualities that are highly valued in the workplace:

• Communication and interpersonal skills
• Teamwork and collaboration
• Problem-solving and adaptability
• Time management and organization
• Leadership and initiative
• Positive attitude and enthusiasm

By highlighting soft skills and personal qualities in a resume and cover letter, job seekers can demonstrate their value and potential to hiring managers.

Related: Essential Human Resources KPIs: Key Metrics Every HR Team Should Track

5. Structure and Format

Another sign of an effective resume is how it is structured.

Pay attention to what’s included, the content, how it looks organized, the tone, and the order in which it is presented. You can ask yourself the following questions:

• Is it coherent and comprehensive?
• Does it tell a story through the way it is structured?
• Is it easily organized so that you can find any relevant information that you need to assess their viability as a candidate?

A resume should be straightforward and clear. The hybrid resume format, which blends reverse-chronological and functional formats, can be effective in showcasing both skills and work experience.

Creating a nice design or utilizing an attractive template can be a bonus, but if an applicant has spent more time on the form rather than the substance of the resume, that’s a red flag. Flashy doesn’t mean better.

6. Grammar and Punctuation

A resume isn’t exactly an essay, so there shouldn’t be giant blocks of prose for you to sift through. However, what is on the page should be grammatically correct if it’s part of the headline or personal statement and correctly spelled for everything else. A lot of errors and typos likely mean the applicant didn’t put as much effort into the document as they should have if they didn’t bother to proofread it.

7. Appealing Cover Letter

If included with the application, you may also have to assess a cover letter. A good cover letter should explain more specifically the applicant’s interest in the position and their relevant skills and experience. They may also explain any unusual positions or gaps on the resume itself. Essentially, a cover letter should provide some context about the applicant.

8. Contact Information

An applicant should include some basic contact information in the header of the document. A name, e-mail, and phone number should be sufficient, though they may also provide their address, their social media accounts, and links to portfolios if relevant.

Keeping Resumes on File

Keeping resumes on file can be a useful strategy for hiring managers. By keeping a record of resumes from previous job openings, hiring managers can quickly identify qualified candidates for future openings.

Here are some tips for keeping resumes on file:

• Use an applicant tracking system (ATS) to store and organize resumes
• Create a database of resumes that can be searched by keyword and skill
• Keep resumes on file for at least one year to comply with employment laws
• Use resumes on file to identify qualified candidates for future job openings

By keeping resumes on file, hiring managers can save time and effort in the hiring process and increase the chances of finding the best candidate for the job.