How to Effectively Judge Resumes When Onboarding a New Employee

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How to Effectively Judge Resumes When Onboarding a New Employee

For a hiring manager, onboarding new employees comes with several challenges. Assessing resumes is one of them. Someone writing their resume or an executive updating their skills and work history must consider the tips below. Any hiring manager is going to judge a resume on these factors, whether for a traditional employee or for senior-level recruitment.

Implicit vs. Explicit Details

An effective resume leads by example. A candidate who describes how they led a team demonstrates leadership skills. One who explains how they managed the integration of a new company implies they can work under pressure. Explicitly conveying desirable business skills with a series of adjectives doesn’t work as well. As a hiring manager, you want to quickly see evidence a potential employee has the right competencies.

Personal Info and Pictures

The candidate’s personal information should be clearly presented, preferably in the upper right corner. This is the most visible place as papers and folders are typically bound at the upper left corner. In the five or six lines used for personal details, you should clearly see the candidate’s address, phone numbers (home, cell, and work), and email. By law, pictures aren’t required, but if one is included, the individual should appear as they would in an interview.

Add Context

The candidate’s experience, presented in reverse chronological order, should incorporate their job titles, responsibilities, and achievements. All details should be in the context of what, when, where, and how, as well as the months or years someone spent at a company. Summaries of past employers, with details like corporate revenue, the number of employees, etc., help add perspective.

Make Use of Limited Space

Resumes should not be more than a page or two. This limits available space, so the candidate should describe their most current position in more detail than past ones. Details on education need only include specific degrees, years, and institutions from where they were obtained. The candidate must account for every year. Gaps in work history raise suspicion they have something to hide.


The traditional resume opened with an objective. Nowadays, the adjectives and buzz words have been replaced by a concise bullet-style summary that tells:

  • What: The products a candidate worked with and their core strengths, key qualifications, and level of leadership and management responsibility.
  • Where: The type of organization they worked for, industries and markets they have worked in, and what regions they were employed in.
  • How Long: How many years of working experience they have, and how long they spent in each role.
  • How: Information that supports achievements and provides evidence of the individual’s performance, knowledge, and relevant experience.

The filename of a resume matters as well. It won’t stand out with just initials, for example. Rather, a file name that includes a person’s full name, current or desired job role, and the year is more effective.

Find Executive Talent with ExeQfind Group

The job market for management and leadership talent is competitive. Finding the right people and sorting through a pile of resumes can take up valuable time. If your company has employee onboarding challenges, let us handle your senior level recruitment. Our business has expertise in executive search for many industry verticals. Contact us today, and we’ll help meet your hiring needs.