July 22, 2018

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Are You Making These Mistakes When Screening Resumes from IT Candidates?

When it comes time to hire new IT talent, their resume is typically your first point of contact with them. You can use it as a way to spot the top candidates and filter out the weak ones. But as leading Houston technical recruiters, Murray Resources knows there are some mistakes employers make when screening resumes from IT candidates. What are they? And how can you avoid them? Hereís a look:

Mistake #1: Focusing too much time on the first batch of resumes.

Itís tempting to evaluate that first batch of resumes you get and move on to an interview with the promising ones. But if you posted a job opening for a one-month period, then donít dismiss the candidates who apply later. In fact, your ideal candidate might apply the day before your job posting closes. So give every resume your focus and attention; not just the first few that come your way.

Mistake #2: Picking apart every resume.

Many times, recruiters look for reasons not to bring in candidates for a job interview instead of looking for good reasons to bring them in. But nitpicking every detail of the resume is an easy way to miss out on top candidates. Sure, there will be candidates who clearly arenít a good fit for the role or your company. But if there are candidates youíre not sure about, donít automatically dismiss them. Email them to schedule a 15-minute phone screen, which will give you a much clearer sense of the candidate.

Mistake #3: Not knowing what youíre looking for.

If you donít have a strong sense of the kinds of skills and experience you need in a candidate, then itís going to be difficult to screen resumes. So before you start, make a list of the few must-have skills, requirements, or traits a candidate has to have so you know where youíre willing to compromiseÖand where youíre not.

Mistake #4: Not verifying details.

Certain candidates may look great on paper. But in reality, they donít have the skills and experience you need. Thatís why itís so critically important to verify the information a candidate presents to you. That doesnít mean checking every candidate you get a resume from; but once youíve narrowed your list to three to five candidates, then you need to verify their education, past employment and credentials. If a candidate isnít honest about their last job title, how honest do you think theyíll be once on the job?

Avoiding these mistakes is a great first step toward successfully screening resumes, bringing in the strongest technical candidates for an interview, and ultimately making a great hiring decision.

Murray Resources