After all, finding a truly qualified, experienced and adequate employee who would also agree to work for the offered salary is far from simple. However, the employer is initially in a more advantageous position than the job seeker: after all, the issue of physical survival is not at stake for them.
Where should an HR specialist begin searching for resumes? First of all, with a careful formulation of the profession they need. If an enterprise, for example, needs a pricing economist (a person dealing with pricing issues), then in the corresponding search field you need to indicate exactly that. Otherwise, if you simply enter 'economist', you will get a huge number of resumes of specialists of various profiles: 'salesmen' (sales managers), 'internationalists' (foreign economic activity specialists), etc. But there will be no 'pricing specialist' among them!
Then the HR manager needs to clearly determine the candidate's work experience. Of course, the greater it is, the narrower the circle of potential applicants becomes. For example, finding a resume with ten years of experience is incomparably more difficult than with two years. Note that searching for resumes by this criterion can be considered the most complex and time-consuming, and may take several weeks or even months.
Finally, the closest attention should be paid to such a seemingly insignificant field of a resume as 'hobbies and interests'. It can tell about the candidate's character, worldview and habits much more than all interviews combined, where it is not so difficult to deceive the 'HR'. If, for example, a person with a technical specialty indicates that they are interested in Eastern philosophy and late medieval literature, the HR manager should wonder: is it really so? Does the applicant just want to 'show off', present themselves as a 'know-it-all', looking down on colleagues? And will the job suit them in a team where most employees have never even heard of medieval literature?
However, no matter how detailed the resume is, the HR manager cannot do without a face-to-face interview. They must look the candidate in the eyes, so to speak, and try to assess all their qualities and abilities. Does he really need the job the company is offering? And can he get along with the team? Sometimes the answers to these questions may only surface a few months after hiring, when the person already has to be fired.
Finally, we note: in the future, competition in the labor market will inevitably intensify. This will lead to HR specialists reviewing hundreds of resumes daily. Therefore, we advise all organizations to prepare in advance for such an influx of applicants.
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