How to Conduct a Resume Review

Video Transcript

"Hi, I'm Katie Roney, on behalf of Expert Village. Today we're talking about how to conduct an interview. One of the crucial points in the interview is to discuss the resume. After all, it is what enticed you to bring the candidate into your office. It's going to be good to go over that in detail, probably starting chronologically from the end. A lot of the work experience on the bottom of the resume isn't going to be as important or as relevant to you as the most current position. But start there. It will kind of give you an ideas as to why they got into what they got into, or, you know, what interests them, what direction they were going with their career and if they achieved it. So start from the back. If it's a sixteen page interview, I mean, excuse me, resume, don't do that. Just, a couple of years, you know, about five years is where you should go. The education, if that's relevant to your position you may want to discuss that. Any courses that were important, the degrees, if continued education is something that is important to your company and whether or not you pay for it, let them know that in advance. That may be a good selling point for you, particularly on people who are, who, who's career goes up the more certified they are. So be sure you use that as the selling point as you go with the resume. Once you get to each company, you'll want to talk about what their responsibilities were, maybe perhaps why they had the title that they had, who they reported to, how many people were on their team or in their office. Was it a large enterprise environment, or was it a smaller shop, maybe a smaller company? Was it local, was it international, were they traveling? And don't forget to ask about their salary increases. With each position, more than likely they should be going up. But you don't have to go into depth as to what they're asking, just, you want to make sure that they've increased job to job to job. And if they haven't, why didn't they? You also want to address any gaps of employment, that's going to be important. Just, if there's a year missing, just, ask them you know, what were you doing during that year? Did you take some time off, or were you consulting? You can kind of have a discussion over that because you definitely don't want someone who, maybe jumps around a lot, or maybe someone who had trouble getting employment. That's where you would get a little nervous, definitely want to take thorough references at that point, if they do have a lot of employment gaps. "