Resume Screening

Resume Screening

Discover the benefits of Resume Screening and how it can enhance your hiring process. Find out more here.

What is Resume Screening?

Recruiters receive a massive influx of resumes when they post a job opening online. This means employers should quickly and efficiently evaluate resumes to find the right among them. One way organizations can do this is by using resume screening tools.

Resume screening is an automated process to scan through applications or CVs with keywords related to the job description requirements and then determine if applicants meet those qualifications from their responses on their documents. Companies often use applicant tracking systems (ATS), including explicitly designed algorithms. By doing so, employers can easily filter out unqualified or underqualified candidates without manually reading each CV.

The ATS looks for things like specific degrees, certifications, programming languages, or soft skills that match what the company needs in its roles, such as leadership qualities or communication ability – allowing recruiters/hiring managers to focus time spent reviewing only qualified ones during the shortlisting stage.

Benefits of Resume Screening

Employers might benefit from resume screening, which assesses and evaluates job applicants' resumes.

  • Time-saving:  Resume screening allows businesses to swiftly and efficiently go through many applications and discover the most qualified individuals, saving time and effort.
  • Effective recruitment:  By implementing an effective screening procedure, firms can avoid interviewing applicants who do not satisfy the minimal criteria, saving time and resources.
  • Objective evaluation:  Based on their education, experience, and qualifications, resume screening can provide an objective basis for comparing applicants.
  • Consistent selection criteria:  Resume screening ensures examining candidates using the same criteria, reducing the possibility of prejudice or bias.
  • Increased applicant quality:  By successfully screening resumes, organizations may find the most qualified individuals for the job, leading to better recruiting decisions and employee performance.

Methods of Resume Screening

Companies might utilize various resume screening techniques to review and narrow down the pool of candidates for open positions. Here are a few typical approaches:

  • Automatic resume screening: It entails using an applicant tracking system (ATS) to automatically scan resumes for specified keywords and qualifications that fit the job requirements.
  • Manual resume screening: In this approach, each resume is manually reviewed and assessed to ascertain the qualifications and suitability of the applicant for the post.
  • Behavioral screening: This method entails evaluating a candidate's prior actions and experiences to see how well they match the job's requirements and corporate culture.
  • Skills-based screening:  This method entails analyzing the candidate's technical and soft skills to see if they have the essential expertise to execute the job.  
  • Social media screening: Social media screening analyzes candidates' profiles to evaluate their personality, communication abilities, and general online presence.

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Related Terms to Resume Screening

  • ATS: It stands for Applicant Tracking System, a software used to manage and automate the recruitment process, including resume parsing, job postings, and candidate communication.
  • KPIs: It means Key Performance Indicators, which are measurable metrics to evaluate the success or progress of a particular aspect of a business, such as recruitment.
  • Hiring decisions: They refer to the final selection made by an employer or hiring manager after evaluating candidates' qualifications, skills, and fit for the job.
  • Pre-employment assessments: These are tests or evaluations conducted before hiring to assess candidates' abilities, knowledge, or fit for the job.
  • Behavioral screening: It refers to pre-employment assessments that evaluate candidates' behaviors and characteristics to predict job performance and fit.
  • Skills-based screening: It refers to pre-employment assessments that evaluate candidates' technical or job-specific skills to assess their ability to perform the job.
  • Automated screening: It refers to using software or algorithms to assess and filter job applications based on predetermined criteria.

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