resumeIn previous articles, I wrote about the hiring process – from how to build a job description to what to ask in an interview. These next few articles will look at some of the basic blocking and tackling that will help you refine your hiring process and get better people into your practice.

So you are sitting in front of a pile of resumes – how do you begin to sort the wheat from the chaff?

  1. Don't make up narratives. This seems like a simple idea – but I see hiring managers tell stories about WHY a person might have made certain career moves all the time. You should never do this in a resume screen because you are looking for facts. Just like looking at a radiograph, you can see bone loss but in reality, you can only guess the reasoning behind the bone loss without examining the patient further.

  2. Length of employment. This is a tricky one. I know everyone wants to see an employee who has 10 years at a single employer, but this becoming more infrequent these days. During the recession, many people were out of work through no fault of their own. If you see a pattern of yearly job changes over their whole career, this is definitely a red flag. However, some jumping around might be normal; if you like their overall experience, it is your job to ask them about this in the interview. That being said, a potential hire with the right experience and three to six years per employer should definitely edge out other candidates.

  3. The look of the resume. This is a clue as to how professional they actually are in an office setting. There are hundreds of resources out there on how to build a resume. A quick Google search can produce templates, tips and how-to guides. If they are unwilling or unable to do this, then do you really want them in your practice? Along those lines, look at the email they use. Do you really want working for your practice? Or do you think someone with an email is going to be on the cutting edge of technology?

There are many things you can pick apart, but remember the purpose of the resume screen is to figure out who is worth 10 to 15 minutes of your time for a phone call. In short, you are not picking who to marry, but who you might meet for drinks after work.

Adam McWethy, MA-HRIR, SPHR, is the Director of Human Resources and Faculty at Spear Education.

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Commenter's Profile Image Muna Strasser
November 2nd, 2014
Don't forget the facebook pictures you can sometimes see... there are some pretty inappropriate people in this world! In my experience, they friend your patients which can be a huge nightmare!
Commenter's Profile Image Adam McWethy
November 3rd, 2014
Yes social media can be a powerful tool in the job search. Be careful as it can become an argument for discrimination if you use it in a hiring decision as the candidate can make the assertion that you used information from their picture to make your ultimate hiring position. You bring up a great point about members of your staff "Friending" patients as it can get you in tight place if they do inappropriate things and post about it. Might be a good thing to write a policy about.