How to Hire the Right Candidate: A Recruiter’s Tips on Red and Green Flags in a Resume

The hiring process is never straightforward. But as one of the strongest indicators of a candidate's suitability, knowing how to evaluate a resume can certainly help. As tech recruitment experts, the team at Emanate Technology has encountered all kinds of CVs. And through our experience, we’ve learned to read between the lines and find the real story.

How many jobs is too many? What length of time in a role is enough? What makes a strong resume? There’s a lot to weigh up. According to the latest report from Jobs and Skills Australia, certain sectors, including tech, recorded a higher supply of qualified applicants from 2024 to 2025. So, when you’re reviewing so many great CVs, it can come down to splitting hairs.

Wondering how to hire the right candidate just by looking at their resume? In this article, we speak with Mal Konfu, our Software, Data & AI Account Delivery Consultant, and get recruitment tips for employers wanting to know how to evaluate applicants.

How To Evaluate a Resume: Do They Really Matter?

Although important, resumes aren’t the be-all and end-all in the hiring process. According to Mal, it’s actually quite common for a resume not to represent a candidate properly at all. You need to get to know them, too. “I’ve worked with candidates who had all the right keywords on paper, but once you speak to them, their exposure was quite surface level,” she says. 

On the flip side, candidates also undersell themselves. Even if someone’s resume doesn’t look great initially, they can still be an ideal hire. “In the tech market, especially, someone who can work well with stakeholders and navigate government environments will often outperform someone who’s technically stronger. It’s not just about hard skills.”

So, how to hire the right candidate with only a resume as your guide? As recruitment experts working in tech and IT, we know the red and green flags that reveal more about a candidate, and how to use them to make better hiring decisions. 

What’s a resume green flag?

What makes a strong resume? Although it’s not the final word on a person’s suitability, it does give you a good starting point. Seeking some positive signs about an applicant you’re weighing up? Keep an eye out for these green flags.

Clear ownership of projects

“When someone writes 'led X', 'designed Y', 'implemented Z', and backs it up with context, it stands out straight away,” Mal says. If they show what they’re capable of upfront on their resume, it’s a good sign.

Consistency in projects and environments

“Most of our clients want someone who can hit the ground running,” Mal says. “If someone’s worked across similar programs, tech stacks, or types of problems (e.g. multiple modernisation projects), that could be a big green flag.” 

Evidence of impact

You want to see more than just the tools; you want to see what they delivered as well. Did they improve something? Build something? Solve a problem? That’s what really matters. ”Being able to talk about what they did and how they worked with stakeholders separates someone who’s done the work from someone who’s been around it,” Mal says.

Diversity

While some employers want someone whose skills match their team, it’s also important to look for diversity of thought and experience. Take notice of candidates who’ve worked with a new software you want to implement, with experience outside of your industry, or skills that your team needs. 

What’s a resume red flag?

Knowing how to evaluate a resume also means recognising signs that could prompt further questions. But gone are the days of the job-hopping red flag. Today, we know gaps in resumes are common, especially among tech contractors. Instead, be mindful of these red flags.

Lack of clarity

No explanation of their experience beyond job titles and basic duties? Potential problem. “If I can’t quickly understand what the project was, the tech they used, and what they actually did, it becomes hard to position them to a client,” Mal said.

No depth in longer roles

“A lot of good candidates get overlooked because their CVs don’t tell the story properly,” Mal said. “If someone who’s worked for years in roles but only offers surface-level information, it can look concerning.” Although it's common for contractors who show less of this depth, if a candidate spent years in a role without any substance to their experience, you’ll probably want to learn more.

Listing technologies without context

For tech and IT applicants, this is a no-no. “In our market, especially with non-technical reviewers, you need to make it very obvious what you use and how you used it,” Mal says. “A resume that simply states 'experience with Azure DevOps' without specifying whether it was CI/CD, testing pipelines, or release management could look less impressive”.

Lack of newer technologies or systems

While proficiency in older technologies is certainly not an immediate red flag, a resume that only lists outdated platforms, systems, and software may be worth a closer look.

Keeping pace with emerging and evolving platforms, systems, and software is important, and certifications on the candidate’s resume can be a useful signal of this. Even if a certification is still in progress, it can show that they’re actively investing in their skills and staying up to date in an industry that is constantly changing.

Although it’s important to assess resumes, you must do it fairly and without discrimination. A recent Australian survey showed that seven in 10 employers excluded candidates in certain groups, including people living with disability, mental illness, long-term illness or aged over 55. When you judge based on skills and experience, you hire ethically. 

How to Hire the Right Candidate with Emanate 

Need help finding the right fit for your team? Emanate Technology goes beyond resumes, using our in-depth market knowledge and Australia-wide connections with candidates and clients to deliver you the best applicants. Reach out to Emanate Technology today and take the unknown out of hiring.