What to Look for in a Resume and Cover Letter to Identify Top Candidates
When hiring for a role, a well-crafted resume and cover letter can provide essential insights into whether candidates are worth interviewing. These documents are often the first point of contact between a candidate and your organisation, and knowing what to look for can save you time while ensuring you select the best individuals for further consideration.
This guide will discuss key evaluation elements, step-by-step instructions, and specific words or phrases that indicate a high-potential candidate.
The Importance of a Strong Resume and Cover Letter
Resumes and cover letters illuminate a candidate’s qualifications, skills, and personality. They should:
- Highlight relevant experience and accomplishments.
- Demonstrate clear communication skills.
- Reflect alignment with the role and company culture.
- Showcase attention to detail and professionalism.
Identifying these traits early helps streamline your hiring process and indicates you are more likely to find the right fit for your team.
Step-by-Step Guide to Evaluating Resumes and Cover Letters
- Check for Relevance
- Does the candidate’s experience align with the role requirements?
- Look for industry-specific experience, certifications, or education.
- Evaluate Formatting and Presentation
- Is the resume organised, easy to read, and free of errors?
- A well-structured resume reflects professionalism and attention to detail.
- Assess Customisation
- Does the cover letter reference your company and role specifically?
- Generic submissions may indicate a lack of genuine interest.
- Look for Quantifiable Achievements
- Focus on metrics and data, such as “Increased sales by 30% in Q3.”
- These details demonstrate results-oriented performance.
- Analyse Skills and Keywords
- Ensure the candidate highlights skills relevant to the job description.
- Check for keywords that align with your industry and role.
- Identify Soft Skills
- The cover letter should convey qualities like adaptability, leadership, and teamwork.
- Phrases like “excellent communicator” or “problem-solver” provide insight into their interpersonal abilities.
- Review for Consistency
- Ensure the information in the resume matches the tone and content of the cover letter.
- Inconsistencies may signal a lack of authenticity.
- Scan for Red Flags
- Watch out for frequent job changes without explanation, vague descriptions, or unexplained gaps in employment.
15 Words or Phrases to Look for
- “Achieved”
- “Led”
- “Implemented”
- “Increased”
- “Reduced”
- “Developed”
- “Collaborated”
- “Streamlined”
- “Innovative”
- “Results-driven”
- “Strategic thinker”
- “Detail-oriented”
- “Proactive”
- “Leadership”
- “Customer-focused”
These terms indicate action, measurable impact, and alignment with professional standards.
15 Words or Phrases to Avoid Using
1. “Hardworking” – Too generic.
🔹 Better: “Achieved [specific result] by implementing [specific strategy].”
2. “Team player” – Overused and vague.
🔹 Better: “Collaborated with a cross-functional team to [specific achievement].”
3. “Responsible for…” – Passive and unclear.
🔹 Better: “Led/Managed/Developed/Implemented [task or project] that resulted in [outcome].”
4. “Go-getter” – Cliché with no proof.
🔹 Better: “Proactively identified and solved [problem], resulting in [benefit].”
5. “Detail-oriented” – Generic and unmeasurable.
🔹 Better: “Reduced errors by X% through careful data analysis and quality control.”
6. “Self-motivated” – Assumed quality.
🔹 Better: “Independently launched [initiative] that increased efficiency by X%.”
7. “Fast learner” – Unconvincing without proof.
🔹 Better: “Quickly mastered [new skill/software] within [timeframe] and applied it to [project].”
8. “Works well under pressure” – Too vague.
🔹 Better: “Met tight deadlines by prioritising tasks and streamlining processes.”
9. “People person” – Informal and unclear.
🔹 Better: “Built strong client relationships, increasing retention by X%.”
10. “Dynamic” – Buzzword with no substance.
🔹 Better: “Adapted to industry changes by learning [new skill] and driving [result].”
11. “Excellent communication skills” – Too broad.
🔹 Better: “Presented quarterly reports to executives, leading to [impact].”
12. “Results-driven” – Too vague.
🔹 Better: “Increased sales by X% through [specific strategy].”
13. “Think outside the box” – Overused and unoriginal.
🔹 Better: “Developed an innovative solution that reduced costs by X%.”
14. “Passionate” – Doesn’t show proof.
🔹 Better: “Led a project that improved [specific outcome] by X%.”
15. “Expert” (without proof) – Unverifiable claim.
🔹 Better: “Certified in [relevant skill], with X years of hands-on experience in [industry].”
🔹 Final Tip: Always use specific achievements and quantifiable results instead of vague buzzwords! 🚀
Recommended Tools That Support The Application Process
- Grammarly (Try Grammarly Free)—Ensure resumes and cover letters are error-free.
- Canva (Sign Up Here)—Create appealing resumes and cover letter templates.
- LinkedIn Premium (Start Free Trial)—Evaluate candidates’ professional profiles and recommendations.
- Jobscan (Optimise Resume Here)—Check how well resumes align with your job description.
A well-crafted application can reveal a candidate’s suitability for a role. You can identify high-potential candidates early in the hiring process by focusing on relevance, customisation, achievements, and specific keywords.
Ready to find your next top hire?
Use the tools recommended in this guide to enhance your evaluation process and streamline your hiring decisions.
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