Anyone who's hired an employee knows that a resume is not the only indicator of whether or not a job candidate will be a good fit. However, there are some key elements to look for in a resume that usually signal that a candidate may be the right person to join your team.
To help you identify those elements, a panel of Young Entrepreneur Council members weighed in with what to zero in on when reviewing resumes to determine if a job candidate will be a good fit for the position.
No matter what position you're hiring for, what's one thing you might see on a resume that tell you a candidate is likely a good fit? Why?
1. Community involvement
A job candidate is likely a good fit if they're active in their community and spend their free time helping others. Perhaps they're part of certain organizations or clubs that tell us more about their interests and if they correlate to the job position. —Stephanie Wells, Formidable Forms
2. A personal blog or website
It's always interesting to see a candidate's blog or personal website, even if they write about things that aren't related to the job. It gives me a chance to see how they communicate, how they think and whether they're internet savvy. I encourage young people entering the workforce to build their online presence with a blog or articles on their social platforms. Doing so creates more context. —Syed Balkhi, WPBeginner
3. Lifetime learning
One thing I always look for on a resume is an indication that the candidate is a lifetime learner. Examples of this could be a long list of certifications, a broad range of educational experiences, or a general trajectory of growth throughout their career toward higher-skilled work. Finding team members who don’t shy away from learning is one of the most crucial elements of organizational growth. —Richard Fong, ProcessingCard.com
4. Initiative on projects
When I see on a resume that a candidate has taken initiative on a project, that makes the applicant stand out from the rest of the pack. It shows me this person has relevant leadership skills and I don’t need to hold their hand through every phase of a project. —Kristin Kimberly Marquet, Marquet Media, LLC
5. Acute soft skills
If an applicant shows they have acute soft skills, then it would lead me to believe they work well with others, are self-starters, and know how to problem solve. Soft skills include things like communication, listening, teamwork, responsibility, leadership, flexibility, and more. Soft skills are just as important as hard skills, which focus more on the task at hand than interpersonal strengths. —Jared Atchison, WPForms
6. Relevant experience outside the workforce
I like when potential hires have experience outside of the workforce in our industry. For instance, if we are looking for a developer, it's good to see candidates already interested in coding as a hobby. This tells me they are not going to get overwhelmed or confused if we hire them. In fact, they are likely to feel a sense of curiosity and will want to improve what we've built. —Chris Christoff, MonsterInsights
More articles from AllBusiness.com:
- How Can I Find a Person’s Employment History?
- Here’s Why Your Business Should Hire During the Holidays
- How to Assess a Job Candidate: Look for These 22 Things in Their Resume
- How to Hire Employees for Potential, Not Just Past Experience
- Foster a Culture of Forgiveness in the Workplace, and Watch Employees Grow and Thrive
7. Online courses and extra activities
I like to see mentions of online courses and extra activities in a resume. Varied hobbies and skills show that a candidate is eager to learn, and they may possess information that leads to creative solutions. We're interested in hiring people who have the potential to grow and learn, so interesting skills and hobbies are always a plus in resumes. —Blair Williams, MemberPress
8. Leadership roles
Reviewing resumes can be a challenge, but one key item we look for is a leadership role at any level. If a candidate has been a leader at some point in their life, then they have actively taken responsibility, have been one of the key people in an organization, and have wanted to make something better. The leadership role does not have to be major at all, but it should be something that shows potential. —Peter Boyd, PaperStreet Web Design
9. Previous startup success
As a high-growth startup, my No. 1 resume indicator is previous startup success. Rapidly growing companies are chaotic and someone needs to be passionate, able to wear multiple hats, diligent. and ready to work exceptionally hard. Having success as an employee at another startup in a similar role gives the candidate an outsized chance of success with us. —Carlo Cisco, SELECT
10. Value alignment
I like to see if a candidate's values align with those of my business through their personal interests and experience. The firm needs employees who are willing to work hard and contribute toward the whole rather than just complete tasks. Volunteering in certain organizations can indicate an employee's values, as can knowing if they pursue sports or other hobbies. Always ask and read between the lines. —Duran Inci, Optimum7
11. Readily available work samples
This depends on the position, but it's always impressive if a candidate can link to samples of work rather than simply listing their experience. If they have a portfolio, their own website, or perhaps articles posted on LinkedIn or a niche site, it gives them a chance to show off their expertise. —Kalin Kassabov, ProTexting
12. Similar experience at a previous company
The clearest signal that a candidate is a good fit is if they have done the exact same job before at a different company. That might not be the only thing you'd want to evaluate in the interview phase, however. I'd line up an interview round with the team to verify that the person not only has the right skill set, but also has other important criteria such as team and mindset fit. —David Boehl, TravelSite.io
13. Data to back up their experiences
Anyone can say they have sales experience, but when a candidate quantifies their experience by including data in their resume, you can quickly determine if they’re a good fit. How many sales calls do they make per day? How many sales did they close in the past year? The questions will vary depending on the type of industry and position, but data answers those questions upfront. —Jonathan Prichard, MattressInsider.com
RELATED: 3 Proven Ways to Attract Top Talent to Your Company
