Hiring the right person begins with reviewing resumes effectively. This can feel a bit daunting, but with a little structure and the right approach, you can quickly identity which applicants are worth a closer look.

Here are practical easy to follow guidelines to help you review resumes with confidence and avoid common mistakes that lead to bad hires.

Start with the Job Description

Before diving into resumes, review your job description for must-haves versus nice-to-haves. This clarity will help you stay focused and fair as you review resumes.

What to Look for in a Resume

• Relevant experience – Don’t just look at titles. Take the time to read through listed responsibilities and achievements.
• Clear and concise formatting – A well-organized resume is often a sign of a thoughtful, detail-oriented candidate.
• Quantified accomplishments – Strong candidates show impact. For example, “increased donations by 25% in one year”
• Longevity and career progression – Frequent job-hopping isn’t always a red flag, but it is worth noting. Also look for promotions or increased responsibility over time.
• Gaps in employment – Don’t automatically discount applicants with gaps in employment or who have not worked recently. Career changes, caregiving responsibilities, or moving are examples that can explain gaps.
• Education, certifications, and skills – Check for any required degrees, licenses or technical skills. Also take note of additional certifications, volunteer work, or training that show initiative and willingness to grow.

Common Mistakes to Avoid

• Ignoring red flags – Be wary of vague job explanations, unexplained gaps in employment, or resumes riddled with typos.
• Relying too heavily on keywords – Some applicants will load their resumes with keywords from your job posting to get noticed. Make sure their experience actually matches what you need not just the language in your posting.
• Overlooking “non-traditional” candidates – Don’t discount someone with a career break, unique background, or shift from a different industry. Flexibility and willingness to learn can be just as important as direct experience.
• Assuming applicants won’t stay long – Tenure is never guaranteed. Younger applicants may leave for new opportunities just as quickly as someone late in their career. Instead of focusing on how long someone might stay, focus on whether they have the right skills, mindset, and enthusiasm to make a meaningful impact while they are with your organization.
• Focusing too much on prestige – A big-name employer or school might catch your eye, but it doesn’t always mean the applicant is the best fit for the organization.

Tips to Make the Process Easier

• Create a simple rating system – Score resumes based on 3–5 key criteria, such as relevant experience, skills, and overall presentation.
• Look at the whole picture – Don’t get hung up on one detail. Consider the overall strength of the resume and how well it matches your needs.
• Take notes – Jot down your impressions as you review each resume. This helps you compare candidates later and gives you talking points for interviews.

Reviewing resumes does not have to be overwhelming. Remember that this is just one step in the broader hiring process, so use it as a tool to identify promising applicants who can contribute to your organization’s success. With the right approach and a bit of practice you will quickly develop an eye for spotting qualified applicants, make more confident decisions hiring decisions, and enhance the overall quality of your workforce.