Recruiters are responsible for filtering all the resumes received from applicants so that applicants with the most relevant and valid qualifications can be shortlisted for the next stage of the recruitment process. It is a recruiter’s responsibility to review every single resume received, even if the number is in the thousands. To filter a resume, recruiters will need to understand and analyze all the contents inside the resume. To do this, recruiters should follow all the right steps to conduct a thorough review.
One of the process in recruitment is called Searching & Screening. This process will take place after job analysis, or talent persona has been done. Searching is the process in which the recruiters will initiate the search process to collect all the information required, such as a resume or CV, from the applicant that has shown interest in the job opportunity. Screening, on the other hand, is the process to identify suitable applicants based on the information given on the resume or any source given (e.g., letter, certificate). After the recruiter conducts a thorough analysis of the information provided, only then they can determine whether the applicant can be shortlisted. This article will discuss how recruiters analyze an applicant’s resume to determine whether they can be shortlisted for the next step in the recruitment process.
Career History / Career Chronological
If the position requires the applicant to have a certain career experience, the most crucial analysis that a recruiter must conduct is the analysis of the applicant’s chronological career history. The recruiter will observe the applicants’ role in his/her current organization and the previous organizations they have worked for. Another example is if the position requires certain industry experience, the recruiter will observe the organizations the applicant has worked for and see if it fits the industry requirement.
There are also other things that recruiters will observe in the applicants’ career experience, including the duration the applicant was attached to each organization they have worked for and the presence of career gaps. The recruiter can identify if the applicant has a history of job-hopping or if there are extended career gaps that need further analysis.
Personal Information
This information can usually be found at the top of the resume as this will be the first information the recruiter will observe. Information such as full name, current address, contact number, email address, and sometimes LinkedIn profile will help the recruiter identify and contact the candidate. The current applicant’s current address will showcase how far the candidate needs to travel to the job or whether relocation is required. Some companies may require the applicants to also include a professional photo to give the first impression to the hiring manager. Some companies may also require the applicant to showcase their age to determine how close the applicant is to retirement age particularly for the long-term, permanent positions.
Educational Background
Most professional positions require the applicant to have attained educational certifications with the minimum usually being a school examination certificate such as SPM or GCE O-Level. It is the responsibility of the applicant to declare any educational certificate that they have obtained to support the application. Sometimes, large organizations will take proactive steps to investigate the applicants’ education certification by engaging the relevant statutory body that will verify the educational accreditation. In Malaysia, there is Agensi Kelayakan Malaysia (EN: Malaysian Qualifications Agency). It is encouraged to share at least the name of the program, educational level, the name of the institution, and the year of graduation.
Skills
The recruiter will observe the skills of the applicant including:
- Technical skills (e.g.: Reservoir Simulation, Seismic Interpretation, Programming, Project Management, etc.)
- Soft skills (e.g.: Leadership, Communication, Teamwork, etc.)
- Training / courses attended (Any relevant certification from an accredited program for example, PMP for Project Management, etc.)
- Language / dialect skills
- Computer/ IT Skills ( e.g.: CRM, Python, SAP, Matlab, AUTOCAD, etc.)
Recruiter will usually key in the unique keywords in the resume to identify the relevant skills to make sure that they will fulfill the requirements of the position. Hence, applicants are encouraged to make sure to put any relevant skills that will support the application and will help recruiters to justify to the hiring manager the criteria fulfilled. For example, if the position requires a candidate who is skilled in the program Python, applicants are encouraged to list down Python as one of the skillsets and mention in the career history, in which organization was Python used as part of the job. It is also helpful to list down supporting certifications as well.
Remuneration Package
A remuneration package is not necessary to be showcased in the applicant’s resume, however, it will be one of the criteria that will support the application. It is common for recruiters to contact the applicant to understand the applicant’s expected rate to see whether it fits the organization’s budget for the position. Recruiters may also use this time to discuss with the candidates the benefits that come with the job. This is usually done early in the application process to avoid shortlisting candidates who do not fit the organization’s budget for the position. Some applicants do not feel comfortable sharing this information due to confidentiality – but at least it is recommended to state “open to discuss” or “negotiable”. If the applicant shares this information, it will be easy for the recruiter to further justify to the organization why the applicant is best suited for the position.
We hope this article has been helpful to you, if you’re keen on finding out more about Oil&Gas jobs, do follow our LinkedIn page or submit your CV to CV@elsa-energy.com.
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