This week, Free Resume Builder contacted the hiring managers in our network to ask them what lights the spark that takes them from a cover letter to a face-to-face interview. Plenty of qualified candidates submit resumes every day, but not all of these submissions lead to in-person meetings. What details make the difference? Here’s how they responded.
“I schedule an interview immediately if I get the sense that the candidate is great, but there’s even more to his or her story. If I feel that this resume is just the tip of the iceberg and that volumes of passion and personal investment haven’t made their way onto the page, I pick up the phone.”
“I like candidates who have made interesting choices during their career histories, including sudden swerves and departures from a set plan. I’ll call in someone, for example, who once worked for an investment bank or a pre-school before changing careers and entering our own business. As they say, the most committed zealots are usually converts.”
“I’ll bring in a candidate– no matter what– if she has a personal connection with someone who works here or someone I happen to know. Giving the candidate a shot may be the least I can do for my friend/coworker.”
“I like candidates who have a little bit of sass– The ones who aren’t afraid to tell the truth, even if it might come off as slightly “negative”. This doesn’t suggest that the candidate is a negative person. On the contrary, it shows that she isn’t afraid to speak her mind and provide me with a sense of who she really is.”
“I call in candidates who cut straight to the chase. You’ll land an interview here if you dispense with the nonsense, delete phrases like “I’m a hard-working go-getter”, and tell me exactly how you plan to step in the door and help this company grow.”