Urbanhire Jobseeker

Look Beyond The Resume and Hire the Best Candidate


Mar 2018

Job seekers’ often spend most of their time focused on creating the perfect resume for the company they want to apply. Resumes are based on self-perception and self-reporting. The problem is human tends to naturally exaggerate or even glorify a simple role or task. This makes the candidate looks better in a piece of paper but a big disappointment in an interview or even in the real work.

The bigger issue is that there are a lot of things resumes can’t tell you about a candidate like whether he’s the type of person you want to work with or whether she/he will fit in with your company’s work style.

So here’s three things to make you look beyond the resume, to help you hire the bet possible candidate.

Do More Than Ask Questions at the Interview

So here comes the time when you meet the candidate for your vacant position. When you meet him/her, you must have prepared standard questions like their strength and weakness, previous experience, and other questions. Beside those questions, you have to see the candidate to work in a real situation.

For example, if you’re hiring a graphic designer, have candidates to design a poster or any other graphics. If you’re looking for developers, have them refactor some code in 30 minutes an hour. But maybe there are some position where you can’t ask them right away to prove their skills. For this kind of position, elaborate more on their experience and their role in the experience.

Last, ask them to explain their previous company culture and how they like it or not. Ask the candidate whether he/she can strive under pressure and in what condition the candidate can utilize their best potential. It’s all worth the time to ask about the most ideal team for the candidate to perform the best.

Always Do References check

In the hiring process, you may want to ask your candidates to provide references. Use the contacts to hear more about the candidate’s story and confirm the information you got from interview process. True references will bring you to look closer beyond the resume.

For example, you can ask the references about the candidate’s work performance, work ethics, and how they respond to some instruction, company culture, and other stuff as well. This can tell you a lot more about the candidate.

To confirm the candidate’s information, just simply question the references, Is it true that this guy has done ____ in their previous work or How far this guy has contributed to the success/failure of the project.

Use Trial Periods

Don’t rush in the decision to give the candidate a permanent contract. Because the resume could be good, the interview process could also be nice, and their references convincing enough for you to hand the candidate a yes to go through the office.

But the candidate may not suitable with your team, culture, boss, or partners.

For example, give the potential graphic designers and developers few months (maybe 3-6 months) to settle in the team, contribute to projects, and see whether they fit in the team. After the trial periods, have a conversation with them and ask them how they feel after the trial ends.

If they’re cool with the team, process them to be part of your team, permanently. But if they don’t and you don’t like them either, prepare candidates for you to give them trial periods too. Stay in the cycle until you find the best suitable person to work with you and your team.

The next time you’re looking to hire, look beyond the resume. Resumes are great for providing a list of (potentially exaggerated) skills, but building a successful team requires more than a list of traits on paper.

Worry not! Urbanhire Applicant Tracking System helps you to look beyond the resume. Invite your team members to the platform and communicate about the candidate throughout the hiring process, from resume to references check.