As an employer you probably receive several emails a day concerning resumes and job applications, especially if you’re in a hiring phase or in charge of a large brand name. The internet is full of articles on how to write a better resume but what about how to read a resume as an employer? Which ones should you pick and which ones should you let go? Below are four of the most common red flags that you, as an employer, should watch for on a prospective employee’s resume:
1. Job Hopping – If the candidate changes jobs very frequently, you should be wary. Of course there may not be any insidious or negative reasons behind their frequent leaving, it is something to take into consideration when choosing who to employ. Who is most likely to be loyal to you and your company? Hiring a new employee is actually a very expensive process – after the hiring, you have to invest a significant amount of money, time, and resources in order to train them. There are statistics that prove that an employer can obtain full efficiency from the new hire only after the first 6 months. So, if a person tends to change jobs every 7-8 months or less, you should definitely avoid hiring them. You are looking for someone who will be committed to their job.
2. Large gaps in employment – These may not exactly be a bad sign because some people tend to take career breaks to take care of their children, spend some time with their families, or to study or travel. These are all reasonable. But you need to make sure you ask your candidate about their employment gap. You’ve got to make sure you get a reasonable explanation regarding any gaps.
3. Spelling and grammar – Any spelling or grammar mistakes simply prove that the candidate doesn’t pay much attention to details and can be careless. These mistakes show that the candidate does not really care about their presentation. Presentation and a sharp eye for detail are two very important aspects to be taken into consideration.
4. Progressively ranking positions and/or responsibilities – Job responsibilities of the candidate should increase over time, and if the candidate does not show any achievements on their resume, this should be another red flag for you. Of course, always ask the candidate about this and give them a chance to explain their employment history. It may be due to legitimate reasons.