Not only do you already know this person’s strengths and experience, but because they know the organization, they may not need as much training and background knowledge as a new hire.Īn added bonus to filling a role internally may be that you retain an employee who might otherwise have left the organization to pursue a similar position elsewhere. In addition to seeking qualified candidates outside your organization, consider if any current employees are looking for a change or promotion and might make a good fit.

Even if they’re not a good fit for one job, they could be a good candidate for a future position. In this final decision stage, make sure to keep all strong resumes. Determine if the applicant qualifies for the next stage.Your final pass of an applicant’s resume should include a detailed review of previous employment, including any gaps or short work experiences. Thoroughly review previous employment.During your second pass of a resume, compare the applicant’s list of skills to the job description and locate any gaps. Second resume scan for skills and qualifications.Look out for spelling and grammar, as well as keywords and specific skills most relevant to the position you’re hiring for. Get an idea of an applicant’s personality and whether their previous experience is a good fit for your company.

To increase efficiency, consider scanning and reviewing each resume in these key five steps: The ability to quickly and thoroughly review resumes is an essential component for finding employees best suited to your job listing. The sooner you find out about qualified job seekers, the faster you can schedule an interview and kick off the hiring process. Then, set aside time in your schedule to review these new resumes. Every day, thousands of people post their resumes on Indeed, which means each day presents a new opportunity to find talented and capable professionals who would fit well into your organization.Ĭonsider setting up a Resume Alert so you’re notified about job seekers who match your criteria.

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