Whether you’re looking to bring on one or two new people or you’re seeking to expand a rapidly growing business, it’s likely that you’ve spent some time going through stacks and stacks of resumes. It can be overwhelming at first, with each slightly glossy piece of paper merging into the next, an endless sea of objectives and previous work experience. However, there are a few things you can easily look for when approaching the hiring process. Be thorough and start off with these three big resume red flags.

Is The Resume Telling The Truth?

Spotting lies on a resume can be difficult; after all, you can really only take what is presented to you at face value. However, there are some ways you can research a resume to spot lies or even exaggerations. Compare years of experience to a candidate’s age, call former employers and don’t be afraid to use social media and Google to help you research your candidate. If you’re struggling with a decision between two or more great prospects, this research may be a really great way to find the tie-breaking factor. Be sure to consult your human resources department, of course, as you want to make sure that you’re following your state’s employment laws to the letter.

Does The Resume Exhibit Attention To Grammar?

A basic grammar and punctuation perusal is a great place to start your research with any stack of resumes. However, you may also consider taking it one step further. Ask your candidates for a specific number of references, previous work addresses or something else that requires detail. Then, when you’re receiving hundreds of resumes, the candidates that were sure to follow directions will rise to the top of the pack. Once you’ve combed through your stack of resumes and paired it down to only those that have followed your specific instructions, you can use your time more effectively as you find the best potential new hires.

Are There Any Employment Gaps?

One of the bigger and easier red flags to spot with any resume is a gap in employment. If you spot a large hole in a candidate’s resume, be sure to ask about that period. If he or she is unable to provide a suitable reason, you may have found a good indicator. Be sure, however, to check with the employment laws in your state, as there are some instances in which it is illegal to discriminate based on unemployment status.

This article was written by Deborah Flombergfor Small Business Pulse


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