Hiring in Florida: An 8-Step Blueprint for Firms in the Construction Industry | Step 3. Reviewing Applications: Finding the Best Candidates in the Stack
- 17 hours ago
- 4 min read
Step 3. Reviewing Applications: Finding the Best Candidates in the Stack
It’s a good sign once the applications start rolling in, but it’s easy to feel overwhelmed.
Set Clear Expectations Before You Start
To make things manageable before you begin screening, start by creating a shortlist of five or six must-have qualifications. Define your non-negotiables: skills, certifications, or experience that someone needs to succeed in the role. This keeps the process fast and focused.
Also, keep track of how many of your must-haves and nice-to-haves each candidate meets. It’s a simple way to compare applicants without losing sight of what matters.
Use this list to:
Quickly filter out applications or resumes that don’t meet your core needs
Focus your attention on the strongest candidates
No one will check every box, and that’s okay. The goal isn’t perfection; it’s finding someone who meets the essentials and fits your team.
Why Screening Matters
Effective screening helps you:
Save time by avoiding interviews with mismatched candidates
Reduce bias by focusing on skills and experience
Improve hiring quality with better long-term fits
How to Screen Efficiently
If you’re getting a lot of applications, speed matters. Here’s how to move through them without missing good candidates:
Scan for must-haves first. if they’re missing, move on
Use a checklist to compare resumes against your criteria
Keep notes for follow-up questions
Sort into three piles: yes, maybe, and no. Focus on “yes” and “maybe”
Effort matters. An application or resume tailored to the role shows interest
Entry-Level vs. Experienced Candidates
If you’re hiring for an entry-level role, you may get more resumes or applications focused on education than experience. That’s okay.
Look for:
Volunteer work
Internships
Transferable skills like teamwork, communication, or problem-solving
For experienced roles, focus on:
Past projects
Certifications
Leadership or supervisory experience
Safety record and compliance knowledge
What to Look for When Reviewing Resumes and Applications
First Impressions Matter
When you're reviewing applications or resumes, the first impression counts. A complete, well-organized application shows the candidate took the time to do things right. A customized resume shows attention to detail.
That means:
They filled out every section of the application
They followed instructions and submitted all required documents
They used a resume to tell a clear story, highlighting results, teamwork, and problem-solving
Their past experience shows a pattern of growth, reliability, or innovation
These are the kinds of candidates who are likely to succeed and stick around.
Look for Real Achievements
For experienced candidates or leadership positions, generic phrases like “hard-working” or “team player” don’t tell you much. Instead, look for measurable results.
These often show up in the work history section:
“Led a crew of 15 on a multi-phase build”
“Cut material waste by 30% through better planning”
“Created safety protocols that reduced workplace incidents by 40% over 12 months.”
These kinds of details show the candidate understands their impact and can back it up.
Stay Objective and Avoid Bias
Compare each applicant to the job, not to each other or a predecessor. Ask: do they meet the role’s responsibilities and fit your company culture?
Being aware of unconscious bias leads to better decisions. Diverse teams perform better, stay longer, and foster a positive environment.
The Actual Sorting
As you sort through resumes and applications, certain signs can help you decide who’s worth a closer look, and who’s not.
Professional formatting – A clean, error-free resume or application shows attention to detail. Typos and sloppy formatting may signal carelessness.
Look for keywords from your job listing – If the resume or application reflects the skills and responsibilities you outlined, that’s a good sign the candidate read the post and understands what you’re looking for.
Watch for inconsistencies – If job titles or dates don’t match between the resume and cover letter, make a note to ask about it later.
Don’t dismiss employment gaps too quickly – Instead, flag them for follow-up. Some candidates use that time for training, caregiving, or freelance work.
Employment gaps – Short stints at multiple jobs might raise questions, but they don’t always mean trouble. Ask about the reasons behind the moves.
Check for relevant experience – Degrees and certifications are helpful, but hands-on experience, especially in similar roles or environments, is often more telling. For entry-level roles, consider volunteer work or transferable skills.
Cultural fit – A resume can hint at personality and values. Does the candidate seem like someone who would work well with your crew?
Red Flags to Watch For
While reviewing resumes, keep an eye out for warning signs. These don’t always mean someone’s a bad fit, but they’re worth digging into during the interview.
Generic resumes or cover letters that don’t mention your company or the role
Resumes or applications with lots of spelling or grammar mistakes
Missing or vague job titles and responsibilities
Refusal to provide references or documentation
Gaps or short job stints with no explanation
Overuse of buzzwords without real examples
Lack of safety awareness or relevant certifications
Look Beyond the Resume
A resume or application is just the starting point. It gives you a snapshot, but the interview is where you’ll really get to know the person. Still, a strong resume helps you narrow the field and spend your time wisely.
