8 Best Practices for Reviewing Resumes: An Employer’s Guide (+ Resume Review Checklist)

8 Best Practices for Reviewing Resumes: An Employer’s Guide (+ Resume Review Checklist)

Did you know that only 35% of candidates applying to an open position will be qualified? There are an average of 118 applicants per open position, giving hiring managers a lot to sift through with few truly qualified candidates.

With that in mind, hiring managers need to be able to review resumes effectively. Given the complexity of doing so, this is no easy task.

Don’t fear! Here’s everything you need to know about reviewing resumes to ensure you find the best candidates. We’ve also included a resume review checklist at the end.

Step 1: Know Who’s Truly Qualified

The first part of reviewing resumes is figuring out who’s qualified and who’s not. Inevitably, part of your review process will include looking at resumes that belong to underqualified candidates. As a hiring manager, you’ll need to be able to disseminate this quickly.

To help prevent an abundance of underqualified candidates from applying, write thorough job descriptions. Giving candidates a clear understanding of who you’re looking for helps them self-select. 

Step 2: Know What to Look For

Considering 52% of talent acquisition leaders feel screening for the correct candidates from a large pool is the most difficult part of their job, you want to do everything you can to simplify the process. Thus, create a resume evaluation matrix or resume review checklist.

Here are some aspects to watch out for:

  • Work history (impact, revenue gained, new processes, etc.)
  • Specific skills demonstrated
  • Work gaps (candidates should be able to explain these)
  • Moments of leadership, initiative, or collaboration
  • Promotions or career shifts
  • Errors in the resume

Step 3: Understand the Hiring Market

Reviewing resumes is a process that should be contextualized. The state of the job market determines how strict you can be on requirements and the breadth of candidates you’ll consider.

The job market is experiencing a weird set of circumstances in the US. On the one hand, the labor shortage still exists; on the other, we’re seeing layoffs and hiring freezes. 

Despite the potential economic downturn, this is still a hyper-competitive market. Candidates expect excellent salaries, benefits, flexible work, and to be treated with respect. 

Companies can’t afford to be overly picky when reviewing resumes. Consider offering on-the-job training to fill any skill gaps if you find a candidate who isn’t perfectly qualified but has the potential.

Step 4: Look for Red Flags

There are some red flags to look out for when reviewing resumes:

  • Employment gaps: if a candidate properly explains a gap, no problem. If not, this is a major oversight.
  • No upward movement. A long career with no upward trajectory could indicate a candidate lacks motivation.
  • Typos or other errors. Errors can indicate a lack of attention to detail or care. Candidates should proofread resumes relentlessly.
  • Job-hopping. There’s nothing wrong with regularly switching jobs. But too many employers in a short period (a few years) could indicate a lack of commitment. You don’t want to take the time and expense to onboard someone only to have them leave in a few months.

Step 5: Look for Personalized Messaging

A candidate probably isn’t a standout if resumes or cover letters are copied and pasted across multiple jobs. Look for tailored messaging that is relevant to the company and role. 

Does the candidate emphasize skills and qualifications relevant to the role? Do they discuss their excitement for this company? Top talent will take the time to do this.

Step 6: Scan for Relevant Keywords

Whether you use an applicant tracking system or not, look for relevant keywords when reviewing resumes. These are words or phrases specific to the role. Candidates should make these easy to find.

Step 7: Beware Too Many Buzzwords

Buzzwords are essential to a great resume because they help demonstrate impact. However, excessive jargon and buzzwords can be designed to make a candidate sound qualified in place of actual qualification.

Some buzzwords and power words include:

  • Communicated
  • Achieved
  • Created
  • Increased
  • Managed
  • Experienced
  • Improved
  • Decreased
  • Utilized
  • Responsible for

If candidates use more than one of these per line in a resume, that’s too much. If the resume feels stuffed with these words, that’s a bad sign. Be on the lookout for this when reviewing resumes.

Step 8: Keep an Open Mind

Especially in today’s market, reviewing resumes with an open mind is to your benefit. 

Some of your best hires may not be perfectly qualified but are passionate, driven, and willing to learn. Your resume review checklist should be strict but not inflexible.

Know what knowledge can be gained on the job by a smart employee. Tantamount to this is clearly understanding required qualifications and preferred ones. If a candidate’s background is nontraditional, consider pursuing them if they pique your interest.

Your Resume Review Checklist

Now that you know how to evaluate resumes effectively, here’s a resume review checklist you can use.

Contact Info & Appearance

  • Free of grammar and spelling errors?
  • Contact info at the top and updated?
  • Appropriate formatting (font, size, margins)?
  • One page?

Summary

  • Included?
  • Evidence of experience or interest?
  • Does this match the skillsets required for the job?

Education

  • Listed correctly with college, date, and major?
  • Does this educational background enhance the candidate’s qualifications?

Professional Experience

  • Are experiences listed in reverse chronological order?
  • Are the correct sections included (title, employer, location, month/year)
  • Is applicable information under each header listed with bullet points?
  • Is the past tense used for prior experience?
  • Is present tense used for the current job?
  • Does this work experience demonstrate impact, leadership, initiative, collaborative skills, or anything else relevant to the job? 
  • Are there employment gaps, and are they explained somewhere?

Other Possible Sections

Are any of the following included, and do they enhance candidacy? These are not necessary but may be relevant for particular roles:

  • Research
  • Technology
  • Certifications
  • Languages
  • Professional associations

Need Help Filling Positions & Reviewing Resumes?

Reviewing resumes is an involved process, but it’s essential to making the right hire. This is especially true when it comes to executive or senior leadership positions.

If you’re feeling overwhelmed or need help making the correct hire, Jennings Executive can help. We’re here to match your company with the best senior leadership candidate possible. Learn more today! 

Related: 8 Tips for Conducting Perfect Remote Interviews in 2022 and Beyond

Daniel Wilkinson

Vice President of Strategic Initiatives & Client Success

DANIEL WILKINSON IS THE VICE PRESIDENT OF STRATEGIC INITIATIVES & CLIENT SUCCESS. HE BRINGS OVER TWO DECADES OF EXPERIENCE IN COMMERCIAL AND PRICING STRATEGY, HAVING HELD KEY LEADERSHIP ROLES AT DELTA AIR LINES AND DELTA VACATIONS. HIS CAREER IS MARKED BY A PROVEN TRACK RECORD IN DRIVING SIGNIFICANT BUSINESS TRANSFORMATION THROUGH INNOVATIVE DATA-DRIVEN STRATEGIES, CROSS-FUNCTIONAL TEAM LEADERSHIP, AND ENHANCED PROFITABILITY. DAN’S EXPERTISE IS IN HIS ABILITY TO INTEGRATE DATA ANALYTICS WITH STRATEGIC PLANNING, ENABLING ORGANIZATIONS TO OPTIMIZE THEIR REVENUE MANAGEMENT AND PRICING STRATEGIES IN DYNAMIC MARKET ENVIRONMENTS.

AT DELTA VACATIONS, DAN SERVED AS VICE PRESIDENT OF STRATEGIC BUSINESS/IT PLANNING & REVENUE MANAGEMENT, WHERE HE SUCCESSFULLY LED TEAMS IN DELIVERING SCALABLE TECHNOLOGY SOLUTIONS, DEFINING GO-TO-MARKET STRATEGIES AND DRIVING SIGNIFICANT INCREMENTAL REVENUE AND PROFIT.

DAN RECEIVED A BACHELOR OF SCIENCE FROM TAYLOR UNIVERSITY AND AN MBA WITH A FINANCE CONCENTRATION FROM EMORY UNIVERSITY’S GOIZUETA BUSINESS SCHOOL.

Brian Banister

EXECUTIVE RECRUITER

BRIAN BANISTER IS AN EXECUTIVE RECRUITER AT JENNINGS EXECUTIVE SEARCH. BRIAN HAS A BROAD RANGE OF EXPERIENCE, HAVING WORKED IN STRATEGY & CORPORATE DEVELOPMENT, FINANCIAL PLANNING & ANALYSIS, AND PUBLIC ACCOUNTING ROLES FOR LEADING COMPANIES AND CLIENTS IN THE HOSPITALITY, REAL ESTATE, MANAGEMENT CONSULTING, AND TECHNOLOGY, MEDIA, AND TELECOM (TMT) SECTORS. HE BEGAN HIS CAREER AT DELOITTE & TOUCHE, WORKING AS A LICENSED CPA. AFTER DELOITTE, BRIAN PIVOTED INTO CORPORATE FINANCE, WHERE HE HELD POSITIONS IN STRATEGY & CORPORATE DEVELOPMENT AT INTERCONTINENTAL HOTELS GROUP (IHG) AND COX COMMUNICATIONS, AS WELL AS AN FP&A ROLE AT BOSTON CONSULTING GROUP (BCG). THESE ROLES ALLOWED BRIAN TO GAIN VALUABLE EXPOSURE IN AREAS LIKE CLIENT SERVICES, STRATEGIC CONSULTING & PLANNING, FINANCIAL ANALYSIS, AND M&A AND INVESTMENT ACTIVITY.

BRIAN’S EDUCATION INCLUDES BOTH A MASTER OF ACCOUNTANCY DEGREE AND A BACHELOR OF BUSINESS ADMINISTRATION IN ACCOUNTING FROM THE UNIVERSITY OF GEORGIA.

Lori Shad

EXECUTIVE RECRUITER

DRIVING TRANSFORMATION THROUGH PEOPLE IS OUR MISSION AND LORI’S PASSION AS AN EXECUTIVE RECRUITER WITH JENNINGS EXECUTIVE SEARCH. SHE CONDUCTS THOROUGH RESEARCH ON EACH ROLE AND BUILDS STRONG RELATIONSHIPS WITH CANDIDATES TO HELP CONNECT PROFESSIONALS WITH THEIR NEXT GREAT OPPORTUNITY. LORI SPENT 22 YEARS AT A FORTUNE 500 INSURANCE COMPANY IN PRODUCT MANAGEMENT, SALES/BUSINESS CONSULTING, AND RECRUITING ROLES. SHE USES THIS EXPERIENCE AS SHE SEARCHES FOR THE BEST TALENT TO HELP DRIVE CLIENT SUCCESS FORWARD. SHE’S FOCUSED ON DELIVERING RESULTS AND GETS THERE THROUGH EFFICIENCY AND TENACITY WITH AN EMPATHETIC, COMPASSIONATE, FUN, GENUINE, AND POSITIVE APPROACH. SHE HAS BEEN INSTRUMENTAL IN HELPING CLIENTS ACHIEVE BUSINESS OBJECTIVES THROUGH UNDERSTANDING NEEDS, CREATING INDIVIDUAL, DATA-DRIVEN SOLUTIONS, AND SOLVING PROBLEMS, AS WELL AS POSITIVE RELATIONSHIP BUILDING AND TEAMWORK.

LORI GRADUATED WITH A BACHELOR OF SCIENCE DEGREE FROM THE UNIVERSITY OF GEORGIA.

Justin Graves

EXECUTIVE RECRUITER

JUSTIN GRAVES IS AN EXECUTIVE RECRUITER AT JENNINGS EXECUTIVE SEARCH.

JUSTIN HAS A VARIETY OF EXPERIENCES WORKING WITHIN PUBLIC AND INDUSTRY ACCOUNTING. HE BEGAN HIS CAREER WITH PATHSTONE FAMILY OFFICE PREPARING TAX RETURNS FOR HIGH NET WORTH INDIVIDUALS AND CORPORATIONS IN THE ATLANTA AREA. IN JANUARY 2015, HE JOINED COHNREZNICK, LLP, A TOP 10 PUBLIC ACCOUNTING FIRM, IN AUDIT & ASSURANCE WORKING PRIMARILY IN THE COMMERCIAL REAL ESTATE AND HOUSING MARKET. PRIOR TO JOINING JENNINGS EXECUTIVE SEARCH, JUSTIN WORKED AT A FAST GROWING TECHNOLOGY COMPANY, SS&C TECHNOLOGIES, WHERE HE WORKED IN THE REAL ASSETS DEPARTMENT DOING FUND ADMINISTRATION.

JUSTIN GRADUATED WITH A BACHELORS OF SCIENCE DEGREE IN ACCOUNTANCY FROM OGLETHORPE UNIVERSITY.

Justin Jennings

EXECUTIVE RECRUITER

JUSTIN JENNINGS IS AN EXECUTIVE RECRUITER AT JENNINGS EXECUTIVE SEARCH. HE COMES FROM THE HEALTHCARE INDUSTRY WITH 15 YEARS OF MEDICAL SALES EXPERIENCE. HE ATTRIBUTES HIS SUCCESS IN SALES TO LISTENING AND LEARNING FROM HIS CUSTOMERS AND ENJOYS THE PROCESS OF SOLVING PROBLEMS. HE IS SKILLED AT DEVELOPING THE RIGHT ACTION PLAN FOR EACH OF HIS CLIENT’S UNIQUE NEEDS AND COMMITTED TO HELPING THEM CHOOSE THE BEST SOLUTION. JUSTIN HAS TAKEN HIS SPIRIT AND PASSION FOR SELLING TO THE WORLD OF RECRUITING. HE HAS A GOAL OF SURPASSING HIS CLIENT’S EXPECTATIONS AND ASSISTING THEM WITH TALENT ACQUISITION.

JUSTIN GRADUATED WITH A BACHELOR OF SCIENCE IN MANAGEMENT FROM GEORGIA INSTITUTE OF TECHNOLOGY. WHEN NOT AT WORK, YOU CAN FIND HIM ON HIS MOUNTAIN BIKE, THE GOLF COURSE, OR SKIING OUT WEST IN THE WINTERS.

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PRACTICE LEAD, TECHNOLOGY RECRUITING

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HIS CLIENT SUCCESS STORIES CAN BE FOUND AT COMPANIES RANGING IN SIZE FROM STARTUP TO FORTUNE 500 ACROSS AVIATION, ENERGY, FINANCE, HEALTHCARE, TECH, MANUFACTURING, RETAIL AND TELECOMMUNICATIONS. CHIP GRADUATED FROM THE UNIVERSITY OF GEORGIA WITH A BACHELOR OF BUSINESS ADMINISTRATION DEGREE IN MANAGEMENT INFORMATION SYSTEMS.

Brian Gelfand

PARTNER

BRIAN GELFAND IS A PARTNER AT JENNINGS EXECUTIVE SEARCH. HE BEGAN HIS CAREER AT DELOITTE & TOUCHE IN AUDIT AND ENTERPRISE RISK SERVICES, WITH A FOCUS ON THE FINANCIAL SERVICES AND REAL ESTATE INDUSTRIES. AT DELOITTE, BRIAN GAINED VALUABLE CORPORATE EXPERIENCE WORKING WITH A MULTI-BILLION DOLLAR PUBLIC MORTGAGE SERVICING CORPORATION, AND A NOT-FOR-PROFIT FOUNDATION WITH OVER $10 BILLION IN ASSETS. BRIAN PASSED THE CPA EXAM BUT ULTIMATELY DECIDED ASSISTING CLIENTS WITH THEIR PEOPLE STRATEGIES WAS HIS PASSION.

BRIAN’S EDUCATION INCLUDES A MASTER OF ACCOUNTANCY FROM KENNESAW STATE UNIVERSITY AND A BACHELOR OF BUSINESS ADMINISTRATION IN ACCOUNTING FROM GEORGIA COLLEGE & STATE UNIVERSITY

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FOUNDER / MANAGING PARTNER

JON JENNINGS IS THE FOUNDER AND MANAGING PARTNER OF JENNINGS EXECUTIVE SEARCH. ESTABLISHED IN 2014, HIS VISION WAS TO SHAPE A FIRM ANCHORED IN TRANSPARENCY AND VALUE CREATION. OVER THE YEARS, JON HAS HAD THE DISTINCT OPPORTUNITY TO ENGAGE WITH AND LEARN FROM LEADING INDUSTRY EXECUTIVES, GLEANING INSIGHTS FROM THEIR EXPERIENCES AND COMBINING THIS KNOWLEDGE WITH THOROUGH RESEARCH. THIS HAS EQUIPPED HIM TO OFFER A DEEPER, MORE STRATEGIC PERSPECTIVE ON ORGANIZATIONAL DESIGN AND TALENT IDENTIFICATION. WITH AN INITIAL FOCUS IN FINANCE, THROUGH JON’S LEADERSHIP THE FIRM HAS PIVOTED INTO BROADER COMMERCIAL AND TECHNICAL STRATEGIES AS WELL AS PROFESSIONAL SERVICES.

TOGETHER WITH HIS EXPERIENCED TEAM OF EX-CONSULTANTS AND INDUSTRY PROFESSIONALS, JON COLLABORATES WITH PREMIER CONSULTING FIRMS TO ENHANCE THEIR PRACTICES. SIMULTANEOUSLY, HE ASSISTS PRIVATE EQUITY GROUPS AND THEIR PORTFOLIO COMPANIES IN REFINING AND FORTIFYING THEIR COMMERCIAL AND FINANCIAL STRATEGIC OPERATIONS.

THE CULMINATION OF THESE EFFORTS IS A BOUTIQUE FIRM THAT INC.COM CELEBRATED AS ONE OF THE COUNTRY’S FASTEST-GROWING COMPANIES. BETWEEN 2019 AND 2022, THE COMPANY WITNESSED A STAGGERING GROWTH RATE OF NEARLY 600%.