However you go about finding candidates, you’ll eventually wind up with a stack—paper or digital—of candidates’ credentials. Your time is precious. You don’t want to waste it reviewing the credentials/résumés of unqualified candidates.
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By the way, if you end up in that cartoonish position of having 2,000 online applicants, you probably need to find some knockout requirements to get that pile smaller. Or, you could, for example, decide to look only at the first 250. Whatever system you choose, be sure that it doesn’t discriminate.
RDA Résumé Review Test
In the winnowing process, you want to spend as little time as possible with the obvious rejects—and more time on serious candidates.
Here’s a quick exercise:
You’re looking for an accountant. Here are the criteria:
- No agency fee
- Job in Stamford, CT, must be on-site; no relocation
- Must have a CPA
And here are a few sample résumés. Just take a quick look. Any viable candidates?
Sample #1
Tracy Baker
42 Bristlecone Rd, Stamford, CT 12345
700-221-XXXX tbaker @ABC.com
Seeking responsible accounting position in which I can make use of my experience and capabilities.
Degrees and Certifications
BA, Excelsior College
MS Business Management, State College
Certificate in management, 2015 (expected)
Experience
Senior Accountant, ABC Company (2009–present)
Managed accounting functions for this midsize manufacturing company, including cost accounting and government reporting. Prepared annual reports.
Staff Accountant, DEF Company (2004–2009)
Tracked costs, prepared profit analyses. Supervised two AP and AR specialists.
Capabilities
Knowledgeable in all common accounting software systems.
Speak French fluently.
Sample #2
Sandy Bravo
42 Pine Island Rd., Palo Alto, CA 66xxx
700-221-XXXX sbravo @GHI.com
Offering significant and increasingly responsible accounting experience bolstered by my CPA. Seeking position with East Coast company that will relocate me and my family.
Degrees and Certifications
CPA, 2010
BA, Summit College
MS Business Management, State College
Experience
Senior Accountant, GHI Company (2009–present)
Managed accounting functions for this midsize manufacturing company, including cost accounting and government reporting.
Staff Accountant, JKL Company (2004–2009)
Tracked costs, prepared profit analyses. Supervised two AP and AR specialists.
Accountant II, MNO Company (2000–2004)
Performed routine accounting functions.
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Sample #3
12 Mast Pine Circle Schmidt Consulting
Stamford, CT 06000 A Full-Service
200-221-1234 Employment Agency
rsierra @PQR.com
Seeking responsible accounting position in which I can make use of my experience and capabilities.
Degrees and Certifications
CPA 2010
BA, Excelsior College
MS Business Management, State College
Experience
Senior Accountant, PQR Company (2009–present)
Managed accounting functions for this midsize manufacturing company, including cost accounting and government reporting.
Staff Accountant, STU Company (2004–2009)
Tracked costs, prepared profit analyses. Supervised two AP and AR specialists.
Hobbies and Interests
Woodworking, choral singing, square dancing
Sample 1. Did you read down through Tracy’s experience? You shouldn’t have—Tracy’s knocked out because no CPA.
Sample 2. Did you read down through Sandy’s experience? You shouldn’t have—you can’t relocate from California.
Sample 3. Did you read about Rollie’s experience—once again, you shouldn’t have—you’re not accepting agency résumés.
OK, the point is, don’t waste time reviewing résumés of candidates with obvious knockout factors.
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And here are two other things you can do to help:
Clear and Detailed Postings
First, in all your advertising and posting, be clear about the requirements and be specific about the job. Unqualified candidates will be more likely to self-select out, and the best candidates will be intrigued by the close match between what you seek and what they offer.
Complete and Consistent Data
In many cases, you’re stuck with a variety of application material such as application forms filled out by walk-ins, e-mail notes, letters from various people recommending candidates, and letters or résumés with little information in them.
Before you review, try to get as much information as possible in the same format. You can’t compare one candidate who submitted a brief letter to one who sent in a detailed résumé and filled out an application. If information is too brief, ask the person to apply online with full information or request a more detailed résumé.
In tomorrow’s Advisor, a quick résumé review system, plus we announce the timely recruiting webinar, Get Linked! Social Media Recruiting Strategies for the Digital Era.
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