A Closer Look at Résumés
By Max Messmer



It's understood that a résumé is meant to point out a job applicant's strengths
and downplay any weaknesses. While it would be helpful to have all the facts up
front, you're not likely to see bulleted statements such as "not always a team
player" or "needs to enhance people skills." These are things you'll have to try
and discover during the interview process.

Although it can be difficult to determine from a résumé whether a candidate is a
good fit for the job, there are techniques that can help you make better
decisions about whom to call for interviews. What's essential is that your
screening process is consistent and thorough.

Start with a system
Make sure you clarify the job requirements of the position for which you're
hiring. Determine which qualifications and attributes are essential for high
performance and which are less critical, but desired, skills. For example, you
may prefer applicants who possess an MBA, but someone with equivalent work
experience may be just as qualified. If you set standards that are too rigid,
you might overlook talented candidates.
By carefully defining your needs, you'll also be able to apply the same criteria
to all résumés. With clear standards in mind, you can quickly identify those
applicants best suited for the job.

Neatness counts
While you might not critique the layout or overall look of an accounting
professional's résumé the same way you would one submitted by someone applying
for a job as a graphic designer, it's important not to discount these elements
altogether. A résumé with a messy appearance could indicate a lack of
professionalism or attention to detail. Take note of any typos or misspellings.
One of the qualities you want in any accounting candidate is accuracy. In a
survey by our company, 76% of executives said they wouldn't hire a candidate
with even one or two typographical errors in his or her résumé.

Pay attention to résumé styles
Most résumés are organized in either a chronological or functional format. Those
arranged chronologically have the most recent work experience listed first,
followed by previous jobs. Functional résumés are organized based on skills and
expertise.

With chronological résumés, look carefully at the length of employment in jobs
listed and gaps in work history. If there are unexplained breaks, be sure to ask
about them during the interview process. There is most likely a reasonable
explanation, such as time off to raise a family, but look for signs that the
applicant may be deliberately hiding something. When assessing functional
résumés, pay attention to what may be missing from the document. The most common
"red flags" are vague job descriptions or a failure to list actual positions
held. Often a functional résumé is used when a candidate doesn't have a stable
work history or significant experience.

Read everything
Be sure to review all of the information supplied by the applicant. Start with
the cover letter. This document can give you a good idea of the individual's
communication skills and may also provide insight into his or her short- and
long-term goals.
When reviewing the résumé, don't overlook the section on outside interests, if
one is given. When this area has more detail than the work history portion, it's
a good indication that the candidate may place greater priority on personal
hobbies than his career. You want employees with active interests, but if you
sense these activities may interfere with their commitment to the job, express
your concerns.

Don't be misled
Pay attention to vague wording such as "familiar with" and "participated in."
Ambiguous language is often used to disguise a lack of extensive experience or
knowledge in a particular area. Does the candidate really understand all of the
features of QuickBooks, or did she just use the software a couple of times at a
previous job? When the applicant was involved with a project team at his
company, did he simply attend meetings, or did he have specific
responsibilities?

Consider phone interviews
Even after devoting much time to evaluating résumés, you may still be uncertain
which candidates to invite for in-person interviews. An effective solution is to
conduct five- or 10-minute screening calls. This will help you narrow the pool
of applicants before scheduling more time-intensive formal interviews.
Learning how to assess résumés effectively is critical to a successful hiring
process. By reading these documents thoroughly and paying close attention to the
warning signs of potential problems, you can help ensure that you select the
best accounting candidates for interviews.

Max Messmer is chairman and CEO of Robert Half International Inc. (RHI), parent
company of Robert Half®, Accountemps® and RHI Management Resources®. RHI is the
world's first and largest specialized staffing firm placing accounting and
finance professionals on a full-time, temporary and project basis. Messmer's
most recent books are Managing Your Career For Dummies® (IDG Books Worldwide),
Job Hunting For Dummies®, 2nd Edition (IDG Books Worldwide), Human Resources Kit
For Dummies® (IDG Books Worldwide) and The Fast Forward MBA in Hiring (John
Wiley & Sons)



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