Recruiting the best operational support is crucial for growing your business. These roles are the backbone of your organisation, they keep the ‘engine room’ running while you focus on scaling and building your brand.

Trust me when I say that when you make the right hire in this area, you won’t know how you operated without them – it’s my all-time favourite feedback to receive.

BUT before you invite this person into your agile, tech-focused, collaborative environment, their resume should be waving green flags – not red ones (or beige ones whilst we’re at it).

You bet that with give or take a decade in recruitment, I have seen my fair share of CVs – the good, the outstanding, the bad and the ones that are still being scanned in?! It’s 2025, can we please not?

🚩 If you’re expanding your team, here are some key flags to watch out for when screening resumes:

1. Outdated formatting and fonts:

If a resume hits your inbox in Times New Roman… it’s a red flag. Please cast it aside immediately – I’m not being (that) harsh, but if you’re looking for an innovator who supports and understands an entrepreneur’s vision, their ‘brand’ is not that font…

A poorly formatted CV, lacking modern design and structure, could indicate a reluctance to embrace new technology or tools. In today’s AI world, enhanced workflows and automation, attention to detail and adaptability matter. If their first impression doesn’t showcase a forward-thinking approach, it could reflect their work style…

2. Vague responsibilities with no impact:

Weak descriptions = weak impact

• Diary management
• Calendar organisation
• Manage meeting rooms
• Order catering

You see where I’m going with this?

If their resume lists tasks with next to no insight into how they did them or why they mattered, they may lack initiative. You business deserves self-starters, candidates who take ownership and drive results.

Look for clear, detailed achievements backed by outcomes (bonus points for metrics!). If they can’t articulate their value on paper, they will likely struggle to do so in your business.

3. A poorly crafted executive summary

Their executive summary should pack a punch—not leave you guessing.

If it’s generic, overuses “I” statements, or fails to communicate their unique value, it’s a sign of poor comms skills. The best candidates can summarise their impact clearly and concisely, showing you they get the bigger picture of business ops.

4. Job-hopping without clear progression

Fast-moving environments demand commitment and adaptability. If a candidate has bounced between roles frequently with no clear career progression or explanation around that (you can dig deeper on this during a phone screen), it may indicate a struggle to adapt or a lack of long-term vision.

Make sure their moves align with growth—not just restlessness. “I just hit the ceiling, no further growth” doesn’t always cut it.

5. Inconsistent personal branding

Does their LinkedIn tell a different story from their resume?

Your ideal candidate should have a cohesive personal brand—consistent experience and highlighted achievements. Inconsistency could suggest a lack of attention to detail or, worse, misrepresentation.

Resumes are the first impression, and in a competitive market, you can’t afford to settle for anything less than top-tier candidates.

If you need support to spot the flags early on, I’m here to help – hannah@sprintpeople.com.au / 0423 891 768