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matter of how quickly can I assign a frame of reference.
This is often more difficult to do when a candidate has only
worked for obscure companies I've never heard of. When
I can't assign company recognition, it just means I have
to read the resume a little deeper, which usually isn't an
issue, unless it's poorly formatted and wrought with spelling
errors in which case . . . you lost my interest.
• Overall experience - Is there a career progression? Do
they have increasing levels of responsibility? Do the titles
make sense? Do the responsibilities listed therein match
what I'm looking for.
• Keyword search - Do they have the specific experience for
the role I'm hiring for? I Command + F the crap out of
resumes. on any given day, I'm searching for things like
Ruby on Rails, Mule, Business Intelligence, MBA, Consulting,
PoS, Cisco, Javascript, and seriously, anything
you can think of.
• Gaps - I don't mind gaps so long as there's a sufficient
explanation. oh, you took three years off to raise your
children? Fine by me, and might I add, I bow down. You
tried your hand at starting your own company and failed
miserably? Very impressive! Gap sufficiently explained.
Whatever it is, just say it. It's the absence of an explanation
that makes me wonder.
• Personal web presence - This includes personal domains,
Twitter handle, GitHub contributions, dribbble account,
or anything a candidate has chosen to list. Two out of
three times, I almost always click through to a candidate's
website or twitter account. It's one of my favorite parts of
recruiting. Random aside: I care less about what people
say on Twitter and more about who is following you and
who you follow. So much insight gained by seeing who
values your thoughts.
• General logistics - Location, eligibility to work in the US
• Overall organization - This includes spelling, grammar,
ease of use, ability to clearly present ideas.