“Think about it this way,” Jean explained. “In an ideal world, with 400 resumes, we would conduct 400 interviews, but that’s just not practical.”
I nodded in agreement.
“So, we have to have some way, by looking at the resumes, to determine which of those would most likely yield the kind of candidate that ultimately brings something to the open role.”
“And, now,” I jumped in. “You look for something about the resume that would disqualify the candidate instead of something about the candidate that is actually interesting, related to the role? You are sorting OUT, not IN?”
“Exactly,” Jean replied. “The purpose for disqualifying resumes is only to reduce the workload of slogging through candidates. It does reduce the workload, but doesn’t necessarily leave us with a high quality candidate pool.”
“So, you think there is a better way of sorting resumes that creates a better pool?”
“Yes,” Jean replied. “Let’s say we want to reduce the resume pool from 400 down to 50. I could work to find 350 reasons why we would reject a resume, or I could work to find 50 reasons why I want to take a resume to the next step.”
“So, what criteria would you use to find those 50 reasons,” I pressed.
“For that, I have to go back to the role description. Remember, it’s all about the work.”