In most cases, the number of applicants will be greater than the number of candidates you will interview. Start your prescreening process by stacking resumes and applications into “yes”, “maybe”, and “no” piles. User your job description as a guide for assessing an applicant’s skills, experience, and education. Once you have separated resumes and applications, review the candidates who most closely match the qualifications outlines in your job description.
Application Review
- Do the applicant’s skills and background meet the job criteria, as outlined in the job description?
- Does the applicant’s job history demonstrate progress, for example, increased responsibility and/or salary?
- Does the applicant’s work history reflect job stability?
- Are there gaps or overlaps in employment history and education?
- What reasons are given for why an applicant wants to change jobs?
- Have all questions on the application been answered?
Resume Review
- Are the positions, dates, and pay rates located on the resume consistent with the application?
- Is the resume neat and free of errors?
- Does the information on the resume generate enough interest for you to meet with the applicant?
Begin to examine the resumes and applications for areas that need further inquiry through telephone and personal interview. This evaluation process should include careful examination of the following points:
Dates of Employment
- Short-term employment (job hopping)
- Part-time college employment
- Gaps in employment history
Salary Changes
- Stagnant salary
- Increases
- Decreases
Title Changes
- Increasing responsibility
- Decreasing responsibility
Career Goals
- Realistic
- Planned and organized
- Obtained
Leadership
- Military
- Employment
- Outside activities
Although most candidates will supply you with an updated resume, request that all candidates complete an employment application prior to personal interview. Cambridge employment applications can be obtained from our website.