For decades resumes have been an essential part of the hiring process – they quickly provide employers a snapshot of professional history and give insight to their skillset.  It is no hidden secret that resumes can bluff what each candidate actually has done or skills they do have.  So what can you pull from a resume that is in fact truthful and will lead to valid skills being presented once in an interview?

 

Perhaps it’s not about what’s directly on each resume you see, but what’s beyond the resume. Do they have international experience? Have they worked in a vast amount of industries? Was their education a quick or lengthy process? There’s much more to learn about each job candidate if you just “read between the lines” of each resume.

 

Check and evaluate their level of risk taking – what projects/ jobs have they held that were the “odd one out” to the rest? What was that job and was it a risk worth taking? Perhaps they’ve learned an extremely valuable set of skills during that risk and fail.

 

Similar to what risk have they taken, what expanded horizons have they reached?  Any international work experience? Has this candidate gone beyond the average job expectancy to complete a specific project that would advance the company? What kinds of things have they possibly done to be above the rest of their colleagues at a previous position?

 

There are hundreds of professional development trainings and events held each year, what ones has each candidates been part of and how has that helped to develop themselves? Study the extras of each resume and evaluate.

 

It’s lastly important to come to realistic conclusions on each candidates.  Just because there is more to their resume than a listing of jobs held, does not mean they are automatically your new top sales person – possibly, but it’s always best to hold realistic expectations even if they have a stand out resume.