Resume screening is the process of identifying if a candidate qualifies for a job by matching the requirements of the role with the information on their resumes such as education, skills, certifications, experience, and achievements. Resume screening is crucial to determine whether a candidate moves to the next stage of the hiring process or not, especially in high-volume application scenarios.
Resume screening is one of the most time-consuming chores for a recruiter even today. The volume of resumes affects time and hence indirectly impacts quality of hire as well. During a high volume recruitment period, or in other words, when buried under a huge volume of resumes,
What you are looking for is a set of skills, education or experience, or anything else the candidate needs to perform the job. This stringent list is the fulcrum of your job description. If a candidate does not have one of these, you eliminate them from the hiring process.
Your happy-to-have list can be a sum of things that add an advantage to the candidate because it can enhance their performance on the job role. For example, a candidate from a similar domain as the one you are hiring for may have a better chance at successfully performing on the role.
As you scan through resume or candidate information, look for anything that stands out. It could be the candidates’ proficiency in a certain language, attention to detail, leadership skills, etc. These might not directly influence your hiring decision but can tell you if you can confidently advance a candidate to the next round or not.
All resumes coming from different sourcing channels are routed into the ATS automatically. Then the ATS parses the information and converts them into candidate profiles which are easy to read, filter and share.
In Freshteam, these profiles are called candidate 360s and give you a quick one-screen view of all information on the candidate. You can also schedule interviews, assign tasks, view conversations with them from the same screen.
An ATS enables you to automate resume screening. For example, in Freshteam, you can set an automation up to automatically reject candidates if they don’t have the required criteria. For example, you can set up an automation that rejects all candidates applying to the sales manager role who have an experience of less than 5 years.
Sometimes the hardest part of resume screening is being forced to choose a few when there are many good candidates. But with an ATS you can save all the impressive resumes for a later role on the system by adding them to the talent pool. You can tag them by skills, suggested job roles, certifications, etc. and quickly resurface them when new roles open.
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