Resume Red Flags

From a hiring manager's point of view, not enough can be said about the value of an engaging cover letter and an informative resume When done well they can speed the hiring process along by answering questions included in your help-wanted ad and providing background of a person's expertise

But of course that's not always the case Many cover letters seem like cookie-cutter replies and the resumes are puzzles The time it takes to fill in the blanks can prolong the search And if you invite the applicant in and the interview is a disaster, you know you've wasted your time

If resume and cover letter review is the first screen in sifting through candidates, there are general principles that can help you catch the job seekers who just won't be good fits

Before you even get to the content, notice how it's written Are there grammatical errors? Are words misspelled? Are there typos everywhere? If first impressions are important then replying to an ad with a sloppy cover letter or resume is like showing up for the first interview with untied shoes and a stain on your shirt? If an applicant doesn't care about his or her letter, it raises the question: will they care about their work?

Now what about the content? Does it include all of the information requested in the help-wanted ad? Job seekers will often omit their salary requirements, even if specified in the ad Perhaps they feel they have a better chance at getting what they'd like if they land that first interview Or maybe they think their pay level will eliminate them from consideration before they get to an interview The point is, as an HR manager you're working within a budget and you need to know

How do they organize their information? If there are gaps in the work experience timeline it might suggest a history of job hopping or a long period of unemployment If the information is outdated that too raises questions

When you finally dig in to their content, is it believable? Some people can dress up their junior positions with pretentious-sounding senior titles Others list responsibilities that seem too important for their job title or lay claims to achievements that would ordinarily be within reach of someone higher up the corporate ladder Finally, beware of "consultant" or other vague titles that aren't accompanied by specific descriptions of jobs performed and results achieved

Many people work years in the same job with the same company They strive to perfect their skills, improve their performance and make a meaningful contribution Those are employees worth having But HR managers should also be concerned about a resume that shows a lack of progress or promotions within a company It could indicate an employee who is neither motivated nor particularly effective Those are not the people to employ

Lastly, every resume should include a person's education history, but incredibly some do not Is it compatible with the work history the person claims? Do they have multiple degrees? If all other information on the resume seems promising, it's worth a phone call to the school or schools listed to verify that they attended and graduated

You can avoid bringing underperforming or problem employees into a company by not hiring them in the first place Get in the habit of spotting red flags when you review resumes and cover letters and you'll be focused throughout the hiring process


A job history that indicates a lack of progress or promotions Frequent job changes Missing standard information that you would expect to find, such as a degree or educational history

Typos Misspelled words, Grammatical errors, Outdated information,
History not placed in chronological order with time gaps Perhaps suggesting a history of job hopping or a long period of unemployment
Use of vague titles such as consultant without specifying tasks or jobs performed related to that position
Responsibilities listed that seem too important for the job title A grandiose job title for a junior employee
A job history that indicates a lack of progress or promotions Frequent job changes
Missing standard information that you would expect to find, such as a degree or educational history

Applying without providing the salary information you requested: most job seekers are reluctant to provide such information because they either feel they'll be able to justify what they're seeking through an impressive personal interview or they fear they'll be eliminating their chance to even reach that interview by putting in a figure too high Too bad You need to work within certain parameters They need provide information to do that

Irrelevant personal information or photographs