Spotting Red Flags and Green Flags in Resumes

Sorting through resumes can feel overwhelming—especially when you’re hiring for the first time or trying to fill a role quickly.

But a strong resume is often the first sign of a great candidate, while a weak one can be a warning to look more closely.

So how do you know which resumes deserve a second look, and which might signal concerns? In this article, we’ll explore the most common green flags and red flags to watch for when reviewing resumes, and what they could mean.

Why Resume Screening Matters

Taking the time to carefully screen resumes helps you:

Save time in interviews by identifying qualified candidates early
Avoid hiring mistakes that cost money and time
Spot patterns or trends that may help with future hiring decisions

By learning what to watch for, you can become more confident in spotting standout candidates—and avoiding costly hiring risks.

Green Flags: What to Look for in a Great Resume

Let’s start with the positives. A well-written resume shows effort, clarity, and alignment with the job. Here are some “green flags” that suggest a candidate is worth considering:

✅ Tailored Content

A resume that speaks directly to your job posting is a good sign. Look for keywords, job titles, and skills that match your description. It means the candidate took time to understand your needs.

Example: If your job posting mentions “customer engagement,” and the resume highlights “managed customer relationships through regular follow-up,” that’s a great match.

✅ Clear and Consistent Formatting

Clean layouts, consistent fonts, and proper spelling all show attention to detail. It also suggests the candidate respects your time by making their experience easy to read.

Tip: A resume doesn’t need to be fancy—it just needs to be easy to scan, skim and free from distractions.

✅ Career Progression

A steady work history with increasing responsibilities is a sign of growth. Even in different industries, a promotion or role change every few years shows ambition and reliability.

Look for: job titles that evolve (e.g., Assistant → Coordinator → Manager) or longer stints at companies (2+ years).

✅ Relevant Skills and Achievements

Strong resumes go beyond listing duties—they include results and impact. Look for bullet points that mention outcomes like “increased sales by 15%” or “reduced processing time by 20 hours/month.”

Related Resource

📚 Ideal – What To Look For In A Resume When Screening Candidates
Tips on what makes resumes shine, including 4 real-world examples

Red Flags: When to Pause and Look Closer

Red flags aren’t always dealbreakers, but they’re signs that you may need to ask more questions. Here are a few to watch out for:

⚠️ Frequent Job Hopping

If a resume shows many short-term roles (less than one year each), it may suggest a lack of commitment or performance issues. However, keep in mind that layoffs and contract work are more common today—so context matters.

What to do: Look for patterns. Are the jobs in the same industry? Do they mention temporary roles? Is there any career growth despite short tenures?

⚠️ Unexplained Gaps in Employment

It’s okay for someone to take time off (e.g., for education, caregiving, or health). But long gaps with no explanation can be a concern, especially if they repeat.

What to do: Ask about gaps during the interview. A brief, honest explanation often clears things up.

⚠️ Vague Job Descriptions

Resumes that say things like “worked on many projects” or “helped with tasks” without details may indicate a lack of involvement—or that the candidate hasn’t reflected on their value.

Look for: Specifics. Even entry-level roles can be described in clear, meaningful terms.

⚠️ Overused Buzzwords Without Evidence

Everyone says they’re “motivated” or a “team player.” But without examples or results, those phrases don’t mean much.

What to do: Scan for real accomplishments instead of empty phrases. Ask for details in the interview if you’re unsure.

Related Resource

📚 Indeed – Common Resume Red Flags
This guide covers what red flags might mean and how to evaluate them fairly.

Context Counts: Don’t Judge Too Quickly

It’s important to remember that not all red flags are dealbreakers—and not all green flags guarantee a great hire. Many candidates, especially early-career or self-taught workers, may not have a perfect resume—but they can still be a great fit.

Here’s how to approach resumes fairly:

Consider the whole picture: Look at experience, education, and tone together.
Be open to different paths: Not all great employees follow a traditional career ladder.
Ask clarifying questions: Don’t assume—ask about concerns during interviews.

A thoughtful approach leads to better hires and a more inclusive workplace.

Related Resource

📚 Harvard Business Review – You Need a Skills-Based Approach to Hiring and Developing Talent
This article explains why focusing on skills, not just traditional resumes, can improve your talent pool.

Resume Screening Tips for Busy Employers

Whether you’re a small business owner or a busy HR team, these tips can help you manage resumes more efficiently:

✅ Create a Checklist

Before reviewing resumes, write down 3–5 “must-have” skills or experiences. Use that list to quickly identify qualified candidates.

Example: For a customer service role, you might look for: 1) phone support experience, 2) CRM knowledge, 3) clear communication.

✅ Use a Scoring System

Give each resume a quick score based on your checklist (e.g., 1–5). This helps you prioritize top candidates and stay consistent.

✅ Look Beyond the Job Title

Job titles can vary between industries. Focus on responsibilities and achievements—not just titles.

A “Customer Experience Advisor” in one company might be the same as a “Call Centre Rep” in another.

✅ Check for Soft Skills Clues

You won’t always see “teamwork” listed—but resumes may show it through group projects, volunteering, or training experience. These clues can help you spot good culture fits.

Resumes are a great starting point, but they’re just one piece of the hiring puzzle. Use them to spot both red flags and green flags—you’ll make better hiring decisions, reduce turnover, and build stronger teams.