sicker As hiring managers, we spend more time analyzing resumes than we do actually interviewing candidates. Most applicants don’t write their own resumes or cover letters. Therefore, we spend time “pre-screening” candidates on materials that they didn’t produce. Have you ever looked at a candidate’s application and knew they were the one? Then, you talk to them on the phone and know that they would never work out?
The biggest waste of time is spent trying to judge a person on a piece of paper that they likely didn’t produce. If the applicant followed directions specifically, have no spelling or grammar mistakes, and the tone of the materials is appealing, (which will weed out about 70-80% of applicants) schedule an interview.