The Ultimate Guide to Resume Screening: How to Identify the Best Candidates
Why is Resume Screening Important?
How to Screen Resumes Effectively
Step 2: Create a Screening Checklist
Once the job specifications have been established, make a screening checklist to aid in the evaluation of applicants. The prerequisite education, training, and experience that you determined in step 1 should be on this checklist.
Step 3: Resumes Quickly
Step 4: Look for Red Flags
Step 5: Evaluate the Resume as a Whole
Best Practices for Resume Screening
In addition to the steps outlined above, here are some best practices to follow when screening resumes:
Use Applicant Tracking Systems (ATS)
The screening of resumes is automated by software tools called applicant tracking systems (ATS). They make the screening process quicker and more effective by making it simple to filter and sort resumes according to particular criteria.
When screening continues, consistency is crucial. To ensure that all applicants are judged in accordance with the same standards, use the same screening checklist for all of them.
Avoid Unconscious Bias
It’s critical to be aware of and combat unconscious prejudice because it has the potential to affect recruiting decisions. A candidate’s age, gender, color, or other personal traits should not be used as a basis for assumptions.
Follow Legal Guidelines
To avoid discriminating against any applicants, it’s crucial to adhere to the law when assessing applications. This entails abiding by regulations governing equal employment opportunity and staying clear of any queries that are forbidden by the law.
Conclusion: Streamlining Your Hiring Process
FAQs about Resume Screening
The number of resumes to screen depends on the size of your applicant pool and the number of open positions. However, it’s generally a good idea to screen a minimum of 10-20 resumes to ensure that you have a large enough pool of candidates to select from.
This depends on the size of your applicant pool and your available resources. If you have a large number of applicants, it may be more efficient to use an applicant tracking system. However, if you have a smaller pool of applicants, manual screening may be more effective.
If you’re unsure about a candidate’s qualifications, you may want to consider inviting them for an initial phone or video interview. This can help you to get a better sense of their skills and experience before deciding whether to invite them for an in-person interview.
To avoid discrimination, it’s important to use objective criteria to evaluate candidates, such as their qualifications and experience. Avoid making assumptions based on personal characteristics, and follow legal guidelines to ensure that you are not discriminating against any candidates.