How to Evaluate the 10 Components of a Resume

Let's say your company is hiring and you need to check the applicants' resumes. You would think that checking resumes should be easy, but there's more to this than meets the eye. An applicant's resume tells more than just their qualifications.
 
Here's what a candidate's resume tells about themselves:

 

1. The filename

The filename is pretty basic. Usually, a candidate would know better to name the file using their name. The standard extension should be .doc/.docx or .pdf. Anything else would be unprofessional. Speaking of extension, have you ever received a resume that's actually an image file? 

2. The format

The applicant's resume format shows their organisational and research skills. Do they choose a great format or just a simple Word template? Many applicants do the latter. The problem with simple templates is that many people use it. When we keep checking multiple resumes with similar templates, we'll end up getting bored and miss crucial details. 

3. The contact information

The candidate's contact information should include their name, address, phone number and email address. They should not use unusual email names such as weirdodude123@email.com. It gives the impression that they are not professional or not taking it seriously. 

 

4. The objective

A candidate's objective shows what they want to do in the professional world. If their objective is specific (title or industry) it will help you identify if they're in the right sector or job they're applying for.  If they have no objective, it says they don't know what they want to do. 

 

5. The summary section

This section shows that the applicant can summarise themselves in three or four bullet points. This is very helpful for us who screen lots of resumes quickly. 

Checking resumes can be a very exhausting work.

6. The education

The candidate's education should not just show their major, but their choice of university/college. Their listed CGPA will help qualify or disqualify them from specific roles. If the candidate does not list one, we should assume that their CGPA is under 3.0.

 

7. The experience

Their experience shows how they applied their academic learning. Internships tied to the candidates' major are always best, especially with name-brand employers in their field. Regardless of the internship or job, they need to show clear results. Did this candidate only warm the seat for a while? Or did they actually deliver something?

 

8. The activities section

If the applicant is an entry-level grad, this should be fine as they needed more information to fill their resume. Experienced candidates should not include this section. Sure, leadership activities can help fill their resume. Still, they are not a replacement for work experience. We should focus on experience first.

 

9. The candidate's use of huge fonts or large margins

It tells that the candidate could not find a way to fill the page other than increasing the fonts/decreasing the margins. It could also mean that they don't have enough content to fill their resume. 

 

10. The applicant's use of an unusual format, unusual fonts or non-standard file types

It shows that the candidate is likely desperate to be noticed. If you don't mind these candidates, it's alright, but what truly matters is the content. 

A candidate's resume says a lot about who they are. It is a static document. Once they send it, they have locked-and-loaded with us, the employer. Look beneath the surface of the resume and see the real characteristics of the candidate.

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Source: CollegeGrad

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