How to Analyze Incoming Resumes? A Step-by-Step Guide to Selecting the Best Candidate for Any Job Ad

Ever posted a job and suddenly got flooded with resumes—unsure where to even start?

Some applicants just fill in the blanks, while others seem like they were made for the role. But how do you identify the right person from a stack of resumes?

This guide is exactly what you’ve been looking for: a step-by-step approach to reviewing and analyzing resumes like a pro—even if you’re not an HR specialist.

Why Resume Analysis Matters

Analyzing resumes properly is like having a smart filter.

If the filter doesn’t work well, you’ll either reject great candidates or waste time interviewing poor fits.
Hiring someone means giving them the chance to shape your company’s future—so your decision can’t be based on luck or gut feeling alone.

Resume analysis is about reading between the lines—uncovering the truth behind skills, experience, and motivation.

Start with a Goal-Oriented Approach: Where to Begin

1. Match Against Job Requirements

First, revisit your own job ad. List out the key requirements: skills, experience, education, and personal traits.

Now go through each resume and check how well it matches that checklist.
Someone may have an impressive degree but no relevant work history—or vice versa.

Matching means staying focused on your criteria and not getting distracted by a flashy-looking CV.

Related Read: Not sure how to write a clear and professional job ad? Read our guide:
[How to Write a Great Job Posting].

2. Score the Resumes!

When you’re reviewing a large number of resumes, memory and intuition aren’t enough.
Instead, create a simple scoring system to evaluate all applicants using the same criteria.

Example:

This method makes comparison easier and helps justify your final decisions—especially when reporting to your team.

3. Don’t Underestimate Soft Skills

In many jobs, what separates a good employee from a great one comes down to soft skills.

Skills like communication, teamwork, time management, problem-solving, and a willingness to learn often get lost in generic resumes.

Pay close attention to resumes that include specific examples of soft skills in action.
For example:

“Led X project” or “Handled client relations during critical issues” shows the candidate is actually demonstrating those skills—not just listing buzzwords.

4. Look for Personalization (and Spot the Copy-Paste Ones)

A resume that looks like it’s sent to 50 companies at once isn’t worth much. But one that’s tailored to your role and company shows real effort.

If the candidate mentions your company by name or aligns their experience with the job description, that’s a strong signal.

They’ve taken the time to learn about your needs—and that matters.

Related Read: Still struggling with choosing the right person even after shortlisting?
Check out:
[7 Steps to Strategic HR Management].

5. Be Cautious with Overloaded Resumes

A resume that tries to show everything often says nothing.

These applicants might not know what they’re really looking for—or may be hiding weaknesses behind a wall of information.

A strong resume tells a clear story:
Where they started, what they learned, where they worked, and why this job makes sense as the next step.

Clarity in the resume often reflects clarity in thought.

Conclusion: Good Decisions Start with Smart Review

Analyzing resumes isn’t just reading through a few pages—it’s a real skill.
One that saves your company time, energy, and resources.

If you’ve read this far, you now have a proven approach to filtering out resumes that truly deserve your time.

Have experience reviewing resumes? Use a scoring system or unique tools?
Share your tips in the comments—they might help someone else too!

And if you’re looking for a smart platform to receive and evaluate resumes, Karkojo has you covered:
From publishing job posts to scoring resumes with customizable evaluation criteria.

For more tips on recruitment and HR strategy, follow Karkojo.