Ah, for that, you have to ask your local HR veteran--that would be me. I worked for a medium-sized firm in DC, I was one of their employees in a mid-level management position, directly overseeing anywhere from 5 to 9 people (it was like a Congressional district--it periodically changed). I'd risen to one of only about ten in that position within only a year of when I joined the company. I was also the go-to guy for hands-on, on-the-job training. Every new hire spent a day or two with me. The company's turnover rate was so high that there was a good chance I would NOT be their supervisor. I was concurrently still performing the job I was training them to do.

Then the company hit the Inc. 500, and seemingly everybody wanted them and they didn't have staff. I was tapped to screen resumes, decide if they fit the mold, and do first phone interviews. I took the pile of papers they delivered every day (I was not in the main office but myself in the field) and I had no formal--or even informal-- HR training. But I decided that legally, we needed a paper trail to prove that every resume had been considered--or at least screened. I seem to recall making quarter-sheets with just a few things on them:

EDU. Y N
EXP Y N
KNOW Y N
COMMENTS:

Did they meet the minimum educational requirements in our ad? Did they have experience relevant to the job? Did they know anything about the company or were they just carpet-bombing resumes?

It really is going to come down to that interview. I prepared a list of pointed questions which I could choose to ask at random, so that it really flowed like a conversation and didn't seem like I was just machine-gunning questions. That's when KNOW got determined: "What have you heard about us?" A response of," Nothing, really..." got the "N" but still wasn't an eliminating factor.

If there's a skill you want, let's say an easy one like Mail Merge, you might add in "MAIL Y N" to that sheet and ask, "So, you're familiar enough with mail merges to pump out a mass mailing to 1000 customers?"

The caveat, though, is that the resume doesn't tell all. The applicant may be familiar with something similar to it and be able to easily learn it. I was previously in high-end hospitality in a then-emerging field. The image I got on the phone was a good indicator of what we'd get in person. Every so often, after conversation, I could determine that even if they hadn't worked exactly in our field and even if they hadn't at least read about us--few had as we were the worldwide innovators and still a small firm, and this was early 1990s, no www to do it with--they might be good for us and vice-versa.

By fitting the right person to the right job. I slowed attrition--people I'd interviewed stayed longer.

I knew what I expected of my team and wanted to be sure applicants could match those expectations, which I knew were the same as those of the President & founder of the firm, to whom I also reported for some things. I didn't have the authority to hire people, and we wanted to get a visual once-over to make sure their appearance was professional. They also had to fill out paperwork. The meeting the candidate had with our HR director was pretty much a formality if I'd circled the "Y" next to "REC" at the bottom of that quarter sheet--"Recommend for hire,"

Someone who is truly an expert may have never done said task professionally, so it may not be on their resume. Resumes are loaded with BS, too. Like I say on Mahalo time and time again--more often lately, you have to blow things way out of proportion to get the full effect.

So let's get really ridiculous: You don't see kindergartners with resumes that said "Director of Programming" when they are the only ones can get the DVR to work, "Manager of Sanitation Services" when they remember to flush or "Soil Biology Environment Analyst" when they like to eat worms.

A roundabout way of getting to the answer to your question:
" Don't rely on the resumes. Turn applicants into candidates by asking pointed questions ."

(Consultant for hire.)

If you check with the large training companies, such as New Horizons, or Executrain, etc. You can hire trainers on contract to assist you with solving your Excel or Google Spreadsheet problems. You can also check with Microsoft or the large training companies to see if these trainers are certified in Excel. To be certified, an individual will have had to write the Microsoft Office Certification exam at one of the Education Centres such as New Horizons, Pearson Education, etc.

In my case, I became an expert in Excel and in visual basic programming simply because of need. I was a temp hired to copy and paste a bunch of stuff in Excel. It got old within a day so I learned how to program macros to speed up my work. From the macros, I learned formulas. And the rest was history. I ended up getting hired full time becoming Systems Analyst in less than six months at a $60,000 pay scale back in 1999. Saved 51% of my income, fixed my own credit score, got a house in Florida. Now I have my own business having nothing to do with Excel, yet I still find ways to use it everyday.

You need to find somebody who has a drive. You can't find that on a resume. There's no place for someone that's obsessive and wants to learn how to do new things, wants to become just a little smarter than everybody else around them in the office. I always strove to make myself invaluable (as much as is possible).

Experience or college in Business Information Systems is a fantastic start. But you really need to identify the drive factor. Somebody who loves to be overwhelmed by data and really enjoys trying to accurately figure everything out. Excel is such a very useful tool for dealing with large volumes of often messy data that nothing compares to it. I love working in it, and while it doesn't get the respect from IT (info tech) guys ("eww, Excel") - the business users ARE impressed and DO understand its usefulness.

Some one who has a business degree with an emphasis on management information systems. Those classes teach everything on Excel and Access....I took a couple in College. They teach you ohw to do all of your calculating/statistics/ and managing data bases of customers, their orders and those types of things........

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