The Non-Recruiter's Guide to Spotting Quality Candidates in Minutes
Mike stared at his 19th resume of the morning. As a marketing director, he knew good marketing when he saw it. But evaluating whether someone could actually do the job? That was a different skill entirely.
He'd been doing this for two hours and still couldn't confidently say which candidates deserved interviews. There had to be a better way.
The 5-Minute Candidate Evaluation Framework
Minute 1: The Must-Have Check
- Do they meet your non-negotiable requirements?
- Years of experience, specific skills, location, etc.
- If no, move on. If yes, continue.
Minutes 2-3: The Achievement Scan
- Look for specific accomplishments, not just responsibilities
- "Increased sales by 40%" vs "Responsible for sales"
- Numbers, percentages, concrete results
Minute 4: The Red Flag Check
- Unexplained employment gaps
- Job hopping without progression
- Generic cover letters that could apply anywhere
Minute 5: The Gut Check
- Does their career progression make sense for this role?
- Can you see them succeeding on your team?
- Are they likely to accept your offer?
What Professional Recruiters Know (That You Don't)
- How to quickly research candidate backgrounds
- What to look for beyond the resume
- Industry benchmarks for skills and experience
- Warning signs of overselling or underqualification
Making Your Evaluation Defensible
- Document your reasoning for each decision
- Use consistent criteria across all candidates
- Get input from team members when unsure
- Track patterns in successful vs unsuccessful hires
