Four Hiring Tips to Help You Select the Right Talent

An increasing number of companies are looking to add personnel in 2012 in response to more favorable economic conditions and growing business demands. But even companies in hiring mode continue to operate with caution to ensure they invest wisely in personnel who fit well with the organization and can hit the ground running.

Every manager knows it can be hard to separate qualified candidates from those who do not meet the job requirements. Finding the right talent for organizational needs requires managers to read between the lines when reviewing resumes.

Following are a few red flags to watch out for:

1. Unexplained employment gaps:

Many talented professionals have been out of work through no fault of their own because of the recent recession. So don't dismiss job candidates from consideration just because they are unemployed. But do proceed cautiously if an applicant has a history of job hopping that predates the downturn, or if the person has not explained significant gaps in his or her work history.

2. An overabundance of buzzwords:

It's not uncommon to encounter resumes that are littered with business buzzwords such as "optimize," "leverage" and the like. But take these terms with a grain of salt. Do these phrases truly provide insight into a job seeker's ability? Can you determine exactly what he or she accomplished in a previous role? The answer to both questions is likely no.

Instead, focus on individuals who can communicate their contributions in a clear, straightforward manner. Better yet, single out applicants who quantify their achievements to show the impact their actions had.

3. A laundry list of job duties:

Virtually all job seekers provide a few details about their previous roles so potential employers understand the range of their responsibilities. But be wary of candidates who include long, drawn-out lists of their former duties. This could be a sign that they are trying to fill space or cover up for a lack of notable achievements.

During your review, keep an eye out for individuals who describe how they helped a previous employer save money or increase efficiencies. Also, look for a history of advancement in a past role or details about how they changed a job for the better.

4. Vague descriptions of skills and experience:

While it's difficult to accurately determine someone's level of expertise based solely on their resume, be cautious of candidates who claim to be familiar with a certain technology or to have knowledge of a particular business process. These terms paint an unclear picture of a person's proficiency. When screening resumes, look instead for potential hires who offer specifics about their skills and experience.

None of the red flags above is reason alone to dismiss a job seeker from consideration, but if a resume raises several of these concerns, managers may want to think twice before requesting an interview with the candidate.

Another point to bear in mind is that some job applicants are simply not as skilled as others when it comes to summarizing their qualifications. In select cases, it may be worth conducting a brief telephone interview with an applicant who could hold promise in order to clear up questions about the person's resume.

Managers are likely to encounter many resumes that appear perfect at first glance, but a tight examination of the application is an important step in determining which job candidates are too good to be true - or too good to miss.