Overcoming Resume Sickness

Many applications coming in from a job board like Indeed can cause one of two reactions: (1) "We have lots of candidates this is awesome" or (2) "We have lots of candidates, this is terrible". Like all good things, too much of something goes from great to terrible quickly (think eating a candy bar versus five of them in the same sitting).

With the high volume of applicants that job postings can generate, having a structured approach to reviewing resumes can save time and ensure you find the best candidates without getting "resume sickness". Here’s how to optimize your screening process:

1. Define Clear Job Criteria

Before diving into resumes, ensure you have a well-defined job description that outlines the key qualifications, skills, and experience needed. Establish a list of must-have versus nice-to-have qualifications to streamline decision-making.

2. Use the Board’s Screening Tools

Indeed, for example, offers filters and assessments to help narrow down applicants based on their experience, education, and skills. Leveraging these tools can help you quickly sort through large applicant pools.

3. Scan for Essential Qualifications

Perform an initial scan of each resume to check for essential qualifications, including:

• Relevant work experience

• Required certifications or degrees

• Necessary technical or soft skills

If a candidate lacks a crucial requirement, they can be eliminated early in the process.

4. Look for Red Flags

Be mindful of common red flags such as:

• Unexplained employment gaps

• Frequent job-hopping without clear progression

• Poor formatting, spelling, or grammatical errors

• Inconsistencies between their resume and cover letter

5. Evaluate for Cultural Fit

Beyond skills and experience, consider whether the candidate aligns with your company culture. Look for indicators in their resume that suggest adaptability, teamwork, or leadership qualities that align with your organization’s values.

6. Prioritize and Rank Resumes

Sort resumes into categories such as ‘Highly Qualified,’ ‘Potential Fit,’ and ‘Not a Fit.’ This helps prioritize whom to move forward in the hiring process.

7. Cross-Check with LinkedIn and Other Sources

Validate a candidate’s credentials by reviewing their LinkedIn profile or other professional networks to ensure consistency with their resume.

8. Create a Shortlist and Conduct Initial Screening

Once you have a shortlist, conduct quick phone or video screenings to assess communication skills, motivation, and overall fit before scheduling formal interviews.

9. Automate Where Possible

Utilize Applicant Tracking Systems (ATS) to automate keyword scanning and ranking, allowing you to focus on top-tier candidates rather than manually sorting through each resume.

10. Always Provide Closure

For candidates who don’t make it past the screening stage, send a courteous rejection email. This maintains a positive employer brand and leaves room for future engagement.

By implementing these strategies, you can efficiently sift through resumes and identify the best candidates for your job openings on Indeed, making your hiring process more productive and successful.

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