When I talk about how a candidate looks on paper, I don’t necessarily mean that they have to have the perfect work experience. They don’t have to match the job description verbatim.

Sometimes servers and bartenders can be perfect for what you need. You’ve got to really think about it and look into it. So a bartender, for example, is going to work well under pressure. They’re going to be organized. They’ve formed really good, strong customer relationships because you have regulars at the Bar. They’re also going to be organized because you can’t have a messy bar. You have a messy bar, you get behind, and then you have upset customers. A lot of that they’re going to be able to transfer over into your open position.

Another thing you’re going to want to look for is, was there thought put into this resume? Did they just say they made phone calls, worked a cash register, and simple things like that? Or did they really take the time to think out what is that experience that they gained from their previous job and how is it relevant to your company

Also, looking at their grammar is huge because there are so many tools out there that people can use to correct poor grammar. So if they don’t care enough to take the time out of their day to correct a simple mistake, how are they going to care for a client? How is that even going to work?

The biggest red flag to me, and I think most recruiters or anyone in talent acquisition can agree, is job longevity. Honestly, if your candidate has five jobs in three years, they struggle with commitment. They can’t keep a job and it’s just plain and simple and there’s really no chance that you’re going to be the game changer for them. So without exception, while their experience might be relevant and they may seem like a great candidate, that may seem like a great person, you just can’t take the chance because you don’t want them to come work for you for four to six months and then leave.

I look for all kinds of different things when I review a resume. If I’m hiring for more of an entry-level position, I won’t be quite as particular for what I’m looking for, but if I’m hiring for more of a senior management type of role, they have to have relevant experience in doing that kind of job for a long time. Otherwise, it’s going to be kind of messy when trying to transfer all of your knowledge over to them.

A Practical approach to building sustainable growth for your insurance agency