Suppose, you want a nice diamond ring for your partner. It might be your anniversary or your attempt to placate your better half. You go out with an expectation that you would get one beautifully crafted piece of adornment. You enter the showroom only to find out that there are numerous rings that somehow look similar in appearance.
The only concern for you is to assess the quality of a diamond. At this stage you start looking for different criteria to identify the best one. Your best course is to look at different data points like jeweler’s loupe to identify the primo.
As a recruiter, we always end up with a pile of resumes, thus filtering out the qualified resumes is as important as identifying the real diamond. You will be spending your time and money on the candidate, hence you should better make sure to screen the resume properly so that you don’t miss out on the right candidate.
Stop playing tug of war with resumes. Use data points instead
So, we need to focus on just one question - “What are the data points to hand-pick right candidates effectively and efficiently?” Screening of resumes is the very first task a hiring manager would spend his time on, and this very endeavor will give the strong pedestal to the next process, if done carefully and in good order.
I’ll take one example and try to explain each data point for hiring in that particular domain. Let’s take a quintessence of hiring a Front-end developer.
This would be the first thing any recruiter would set his eyeball on. A good work experience always gives an edge to the candidate. But, only number of years should not be your sole decisive tool. You should rather look at the growth graph of the candidate.
Has he been growing in terms of position and role in the company? What sort of projects has he taken in each company, and is there any difficulty level with each project? Has he been growing in connection with front-end technology? All these questions should crop up in your mind while screening the resume.
Reputation of a University
This factor should only be considered if a candidate is a newbie. Because, recruiter needs validation of the potential of a candidate through a piece of paper. Thus, it becomes important to look for repute of a University.
Most of the good designers have personal website and presence on Dribbble et al which validates their designing skills. Make sure to put the link in the address bar to get the sense of capability of the candidate. Certainly, you don’t want your UX engineer with corky designing skills.
It is easy to put fancy MVC frameworks and the level of expertise for the same on a resume. What you rather should be looking at is their Github or Stackoverflow profile. Any serious candidate has presence on these platforms. Look for the reputation score and number of followers to gauge technical skills of a candidate.
All these data points do apply on the developers and designers role one way or the other. It is easy to screen out resumes if you have a set of data points to look upon.