If they sit back and wait for a stream of exceptional resumes from great candidates to pour in, they’re going to be waiting for a long time -- and probably far longer than their organization wants to allow!
(PRWEB) September 28, 2016
Kay Linder, who leads the healthcare technology and innovation practice at executive search firm ThinkingAhead, has published a new article that answers the question that hiring managers across all industries and sectors have been asking for years: How do I find really great candidates from a pool of pretty bad resumes?
“If they sit back and wait for a stream of exceptional resumes from great candidates to pour in, they’re going to be waiting for a long time -- and probably far longer than their organization wants to allow!” writes Linder, who since 1998 has been a member of the Healthcare Information and Management Systems Society.
Linder advises hiring managers to take a second look at seemingly bad or poorly crafted resumes, and focus on three key things:
- Consistent Growth: even if a resume lacks sufficient employment detail, hiring managers should try to glean if a candidate has a history of consistent career growth by looking for at least three different job titles in one organization. This usually reveals that leadership recognized a candidate’s talents, and increased his or her responsibility accordingly.
- Continuous Learning: bad resumes tend to either race past the education section, or provide far too much detail. However, hiring managers should look past this and focus on whether a candidate, in addition to college-level education, has obtained certifications or participated in training, workshops, and so on. The dates are also important, because they shed some light on a candidate’s commitment to continuous learning.
- Professional Involvement: hiring managers who don’t get a clear sense from a resume on whether a candidate understands the value of connecting with peers and sharing knowledge should look for a list of any professional association memberships (previous and current).
Concludes Linder: “Ideally, hiring managers wouldn’t have to wade through bad resumes to find good candidates. But for a variety of reasons, this issue persists and is probably never going to disappear completely. That means hiring managers have to become skilled at finding really great candidates from a pool of pretty bad resumes. The tips noted above will go a long way to helping them achieve this goal, which will result wins all around: for them, the talented candidates they connect with, and their organization as a whole.”
The full text of “Hiring Managers: How to Find Really Great Candidates from a Pool of Pretty Bad Resumes” is available here.
For additional information, interview requests and media inquiries, contact Kay Linder at klinder(at)thinkingahead(dot)com.
ThinkingAhead recruits high caliber candidates for a global list of client companies, ranging in size from the INC 500 to Fortune 100, while operating on a contingency, engaged and retained fee basis in the following specialties: Commercial Banking and Commercial Finance, Energy Industry, Healthcare Technology and Innovation, Information Technology & Gaming, Nonprofit, and Pharmaceutical and Medical Device. Unique in the marketplace, ThinkingAhead is an employee owned company with approximately 50 award winning consultants, widely recognized as Subject Matter Experts in their respective specialties. Learn more at http://thinkingahead.com.