What You Need to Know That a Resume Can’t Tell You


An interview is always the big show while a resume is a ticket. An eye-catchy resume doesn't mean the candidate will impress you. People have mastered the trick of writing perfect resumes. But as an employer, you must look beyond what is in the paper.

It’s not surprising for a candidate to appear impressive on paper only to be underwhelming on reality. This is because resumes rarely precisely reflect the expertise, effectiveness, and experience of the candidates.

So, Why Does This Happen?

People tend to over-sell themselves through resumes. Apparently, resumes have become self-reporting and self-perception documents, and as an employer, you don’t have to believe every word.

Too often, candidates oversell their experiences intending to get more money or to land a prestigious promotion. If you're this kind of a candidate, be cautious of the damage you can cause to your reputation and career. Confidence is essential, but so is truthfulness.

Here is what you need to know that you won’t find in a resume:

  1. Communication Skills

A good resume will help you narrow down the list of the candidates you want to invite for an interview. As a hiring manager, you should ask the candidate on how they communicate and how to handle challenging situations. Evaluate keenly on both verbal and non-verbal communication skills. At the end of the day, you’ll be able to pick a candidate with:

  • Excellent listening skills
  • Brevity
  • Empathy
  • Undisputable confidence
  • Maximum respect
  • Friendly

These are but a few traits of a candidate with exceptional communication skills. Someone who can not only get along with other employees during the good times but will help motivate and support their teammates through the tough times. 

  1. Attitude

The mental component plays a vital role in the workplace. A resume will give you details of the candidate's accomplishments at the previous job post, but it would provide you with information on "how" the job was done. Most employees are inclined to quantity over quality. The tasks and responsibilities enlisted on the resume give you a hint of what the candidate can do. However, you need to understand how the tasks will get handled.

Can the person handle them with energy and gusto? What drives the candidate to accomplish the tasks? Is it passion or merely monetary need? Attitude always plays a vital role between a candidate who is a burden to the team and the one who sacrifices his/ her energy and effort for the success of the organization.

  1. Motivation

This answers the why question. What makes the candidate work? Baby boomers are more salary and career-driven while millennials believe in having a positive impact on the surrounding environment and the world at large.

  1. Accomplishments

Most organizations have set general roles and responsibilities of each department. What matters most is the accomplishments the candidate had in the department or the organization. For example, you can check out how the candidate helped in improving sales or cutting down the company expenses at a certain percentage.

If the candidate is a marketer, did he/she enhance the company’s image through creative and innovative advertisement?

In Conclusion

A resume is a vital document that will communicate basic information. However, it creates an incomplete picture of the candidate in question. As a hiring manager, the additional screening tools will enable you to get invaluable information which is essential in making an informed decision on who to bring on board.

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