One truly annoying thing about the resume screening process is that even a great resume gets rejected now and then. And that probably happens a lot more often than most employers might think.
Before a resume even has a chance to be seen, the dreaded resume screener enters the scene, either human or automated. And in either case, someone decides on a set of criteria or rules that get “unqualified” candidates booted — or at least their resumes. The candidate never actually gets seen. And a potentially good match may get lost in the process.
To be fair, people who create those rules for resumes (and cover letters) think they’re doing a great job. Or at least they don’t stop to think about that job seeker who might have been a wonderful fit and who they’ll never get to meet. They just want to find the best candidates and reject unqualified or so-so candidates — at least as they see it.
My less-traditional approach when I screened resumes
As a screener, I liked to think of that person that might get missed by standard screening techniques. One with a lot to offer, but who may not have presented themself perfectly to a hiring process designed and operating in a way an outsider wouldn’t understand.
I always made an effort to keep myself open to possibility — digging a little deeper. And finding some really terrific hires in the process.
Unfortunately, you can’t count on this being the way most hiring managers operate. Because for the most part they don’t. And so a resume gets rejected — even a potentially good one.