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OPINION
Resume red flags
Five resume red flags to help AEC firm recruiters identify and set apart the best applicants from the rest.
R esumes have always been important tools for recruiters to narrow down a candidate pool for further consideration. Today, the emergence of AI has changed the basic rules of recruiting. AI has raised the bar for resume writing, making typos and grammatical errors all the more unacceptable. But this equalization makes it more challenging to discern the quality of candidates, while adding an additional complexity in rooting out imposters fabricated based on your posted job requisition.
Kevin Brown
Here are five red flags to look for on applicants’ resumes that can help you weed out the bad ones: 1. AI-generated resumes. Some applicants may use AI tools to create fake resumes that look impressive but are not based on real skills or experience. These resumes may have unrealistic or inconsistent details, such as mismatched dates, locations, or job titles. They may also use generic or vague language that does not reflect the specific requirements of the position. To spot an AI-generated resume, you can use online tools that check for plagiarism or authenticity, or ask the applicant to provide references or samples of their work.
2. Multiple tenures of one year or less. Another red flag to look for on applicant’s resumes is a history of frequent job changes. If an applicant has multiple tenures of one year or less, it may indicate that they are unreliable, uncommitted, or unable to perform well. Of course, there may be valid reasons for changing jobs, such as layoffs, relocation, or career advancement. However, if the applicant does not provide any explanation for their short stints, or if they have a pattern of leaving jobs after a few months, you may want to think twice before hiring them. 3. Gaps in service with no explanation. A gap in
See KEVIN BROWN, page 8
THE ZWEIG LETTER MAY 20, 2024, ISSUE 1538
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