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Chapter 21. Separating the Wheat from th... > The Resumé: Don't Be Misled - Pg. 275

Separating the Wheat from the Chaff 275 Determining Whom to Interview The resumé is usually the first source of screening applicants. The following guidelines will help you determine which candidates should be invited for interviews: · Study the job specifications for the open position. Prepare a list of key factors that the applicant must have to qualify. · As you read the resumé, check to see if most of these factors are mentioned in the applicant's description of job duties or schooling. · If they are, determine if this experience or training has been acquired in a setting comparable to that of your organization. (For example, cost accounting experience in a chemical company may not be of much value to an automobile parts company as the cost systems are entirely different.) · If these factors are not mentioned, it doesn't necessarily mean that the applicant lacks them. In writing a resumé, an applicant may overlook some important factors in the effort to keep it brief. To avoid eliminating an applicant who has much of what is needed, but has omitted a key factor, phone the applicant to obtain more information. · Determine if the applicant has enough depth of experience to meet your requirements. For ex- ample, Barbara's last job was on the staff of the human resources (HR) department of a large organization. All she did was interview applicants for clerical jobs. Stanley was an HR staffer in a smaller company. He not only interviewed applicants for a variety of jobs, but dealt with other human resources functions. However, he worked for a very small company and didn't have the sophistication and knowledge of up-to-date technology needed to work on your team. · Does the resumé show the accomplishments and results attained by the candidate? If the de- scription of the work done is presented in concrete terms, showing achievements, rather than a