In most cases, a business needs a mix of employees — both entry level and experienced — for the best outcomes. When you’re hiring people for management or leadership positions in your company, you want to be on the look out for track records of progressive responsibility. Job candidates with these types of track records in other businesses are the most likely people to achieve success working for you.
Job interviews are a great way to tell if a job applicant’s a good fit for your company, but a charming applicant with good conversation skills might distract you from asking important questions about their track record. Before bringing job applicants in for interviews, you might closely scrutinize their resumes. Here’s what you should be looking for:
- Changing job titles that show progressive responsibility, for example, copy editor, editor, managing editor
- Detailed descriptions of positions showing that their responsibilities increased, rather than decreased, over time
- Lists of accomplishments, acknowledgements and awards
- New skills acquired in previous positions
The narrative of a job applicant’s resume should be about how they mastered their job skills and advanced in their career over the years. That’s why it’s important to be on the lookout for specifics. When you require progressive responsibility for a position, you might set aside those resumes that don’t show it. If a job applicant otherwise looks great, you might consider them for positions that don’t require that type of experience.
Resumes aren’t the only way figure out if a job applicant has the skills you’re looking for, but consider this: What an applicant says about themselves on their resume before you ask any questions is a pretty good indicator of whether they will meet your expectations.