microsoft office pro 32 bit key blog behind-the-sc

[rthyagndf]

analysis & advice. Part II of II. (read Part I) actually consists of several different “layers” of consideration. multiple factors that I consider simultaneously and all need to be accounted for before I make the decision to contact a candidate for a phone interview. What I’m looking for is a resume that “pops out" at me on multiple layers. thing that I look for when reviewing a resume,microsoft office pro 32 bit key, are the basics: does this candidate meet the minimum requirements for the position? Keep in mind, for many positions there are two sets of requirements – the bare minimum required – and the bonus qualifications that I’m ideally hoping to find. In this layer, I’m only looking for the former – but I’m militant in my resolve. If I need a year of experience,microsoft office 2007 Professional Plus, and you have six months – sorry,office pro upgrade key, I just clicked “NEXT”. next thing I look for is relevance. This is where some of the bonus qualifications start to come into play. Again - I’m not looking for everything here – but I’m looking for a combination of factors that will make this resume look better than the last one I just read. As such, resumes which fail this step don’t get completely ignored. They just go into my “secondary” list of people to look at when I’m done reviewing the rest of the stack. revolves around job-specific behavior. Beyond technology match, did this person work in a similar product space?

Do they seem to have similar passions & interests?

Have they shown growth over the course of their career?

Do they show job stability (which implies domain expertise)?

Do they appear to be a driver for the project or someone who takes tasks and implements them?

These are all issues with a huge degree of subjectivity and gray area. It’s impossible for me to know with 100% certainty how many of these are true just from a resume – so I try to look for as many indicators as possible and then flag those resumes for follow up.

The last layer of consideration is completely comparative in nature – and dependent on how many resumes made it past the other layers of overview. If I have 20 resumes that made it this far, I might only have time to contact 10 or 15. If that’s the case,genuine office 2010 64bit, I need to stack rank the resumes and will call only those candidates I can fit in my schedule. Fortunately, if I end up with extra time,windows 7 home premium key, have co-workers with similar positions, or the original candidates I call don’t make the cut – this is the first group that I revisit and try to find placement.

Obviously, this isn’t a perfect science, and the most difficult part is the lack of transparency and knowing where your resume might sit in this process. To me this is an obvious area of improvement on which many companies need to continue to focus. I can’t make any promises – but will do what I can to make this better in the future.

Keep an eye out for my next post where I’ll go a little more in depth into things I look for in a resume and provide some more specific feedback on how to improve and “Stand Out” from the crowd.