Selecting a candidate by resume
Sometimes applicants add qualities that they do not possess, although they are necessary for the desired position. This is only good in one case: if the job seeker is https://resumegets.com/help-with-resume-wording committed to self-improvement. You know you have bad character traits and are working on them be honest about it.
Yes, you don't know how to do something, but you're willing to learn quickly that's not a problem either. There have been cases where the resume says "sociable", but comes in shy and insecure person. Sometimes it is better to write nothing at all, than to actively embellish.
Some candidates deliberately go for deception, inventing indicators that they did not achieve. Fortunately, information can be found in the public domain, and something can be requested from previous supervisors. All of these checks take up the time of both the HR professional and the job seeker. Thanks to numerous services, everyone now has a beautiful resume, which often does not actually meet the requirements of the job.
Before sending a resume, you need to read the job description, try on this "suit." If the candidate sees that he does not meet the expectations of the company, it is better not to waste time. The ideal resume is the same as before: brief, concise, fits the job description. Some applicants list 15 jobs, even if it was experience in completely different areas. You should not do this. Only relevant work experience should be described, no more than five companies. Recruiters usually only pay attention to the last two or three and do not try to make sense of fascinating stories about the applicant's hobbies.
The main thing that has emerged in the last ten years is the cover letter; I always recommend writing one. Few applicants take the time to write it, but when an HR specialist sees a letter written from their heart, but with a visible desire to work for this particular company, they immediately want to invite them to chat and give them a chance.