Best Practices for Reviewing Resumes as a Recruiter

With over 17 years of technical recruiting experience, I've learned that one of the most crucial aspects of resume review is knowing how to filter applicants based on mandatory qualifications. It's easy to get caught up in long lists of skills and experience, but the key to efficiency lies in narrowing those qualifications to the essentials that truly align with the job’s core needs. This approach ensures that you're not wasting time on candidates who don’t meet the most critical requirements, while also helping you discover top talent faster. Here’s a breakdown of best practices for reviewing resumes with a focus on narrowing mandatory qualifications.

1. Start with a Strong Kickoff Meeting

The first step in the hiring process is always the kickoff meeting with the hiring manager. This meeting is vital because it's where you’ll gather key insights into the role and what qualifications are absolutely non-negotiable. The goal is to dig into the specifics. While many qualifications might seem essential, you’ll need to identify the ones that truly differentiate qualified candidates from the rest.

For example, in my experience hiring at Vizit, a marketing software company, certain roles require candidates to have prior experience at either a marketing software or e-commerce software product company. This is a non-negotiable qualification because it aligns directly with the specific challenges and nuances of our industry. By gathering such specifics during the kickoff meeting, I can create a clear, actionable list of must-have qualifications.

2. Narrow Down the Mandatory Qualifications

It's easy to create a list of general qualifications that most candidates can meet. However, I’ve found that the more narrowly defined the mandatory qualifications are, the easier it is to zero in on the best talent. When qualifications are broad, you’ll get a flood of applicants who meet the minimum requirements but aren’t necessarily right for the role.

To avoid this, focus on making mandatory qualifications as narrow as possible. For example, if a role requires expertise in a specific programming language or tool, make that a strict requirement. At Vizit, we often require experience in particular industries, like e-commerce or marketing software, because candidates who have worked in these spaces are more likely to succeed in our unique environment.

3. Use Filtering Questions to Save Time

Once you’ve nailed down the mandatory qualifications, incorporate them into filtering questions on your job applications and job postings. For example, if prior experience in a marketing software company is a must, include a filtering question like, “Have you worked at a marketing or e-commerce software product company?” Those who don’t meet this requirement can automatically be disqualified.

This step saves time in the resume review process by ensuring that unqualified candidates don’t make it to your desk in the first place. Both our website job application and LinkedIn job postings include these filtering questions, and I take full advantage of auto-reject features to ensure I’m only reviewing candidates who meet the core requirements.

4. Set Up Auto-Reject for Efficiency

One of the best tools to streamline the resume review process is auto-reject. It automatically screens out applicants who don’t meet the mandatory qualifications, allowing you to focus on candidates who do. This not only saves time but ensures consistency in your hiring process. I use auto-reject both on our website job application platform and through LinkedIn Jobs.

By auto-rejecting candidates who don’t meet the narrow qualifications, I’m able to focus my time and energy on those who have the potential to excel in the role. It’s a time-saver for me and the hiring managers, and it helps maintain a high standard of candidates in the pipeline.

5. Revisit Mandatory Qualifications Periodically

As with any process, it’s important to periodically revisit the mandatory qualifications to ensure they are still relevant and aligned with the company’s evolving needs. The skills and experiences that were essential six months ago may not be as critical today. By working closely with hiring managers, you can make sure the qualifications evolve alongside the company’s needs and priorities.

Conclusion

As a recruiter, your goal is to quickly identify the most qualified candidates while saving time for both yourself and your hiring managers. By gathering essential qualifications during the kickoff meeting, narrowing them down to non-negotiables, and using filtering questions and auto-reject features, you’ll streamline your recruitment process and significantly improve your results. The key is to stay focused on what truly matters for the role and consistently refine your process to ensure you’re always bringing the best candidates to the table.