Resume Screening Tips for Recruiters: The Complete Guide
Your perfect candidate is out there. Promise. All you need to do to find that dream individual is go through…well…the hundreds of resumes on your desk first. Intimidating, right? We don’t blame you.
As a recruiter, you not only have to go through that enormous pile of resumes but also carefully evaluate them to find a quality hire. Talk about challenging. There’s a lot at stake here, which is why it’s crucial to screen to perfection.
We know just how much this means to you, recruiters. Your organization’s counting on you, too. That’s why we’d like to share a handful of tips to simplify the process of resume screening for you. If you follow these tips, you’re guaranteed to quickly and accurately hire good employees.
Continue reading for effective resume screening tips that are guaranteed to change the game.
Now the question remains…how exactly do you assess the effectiveness of your recruitment process and modify it for long-term prosperity?
Here are some important factors for you to consider while evaluating your recruitment process:
Create and Check for Resume Screening Criteria
There’s nothing quite as important as creating solid criteria for resume screening before officially diving into the process. If you decide to proceed without a clear vision in mind, it’s only going to be a recipe for disaster. Take our word for it.
As you develop a document to use as a reference, begin by noting down your must-haves. These are the essentials, the deal-breakers, the things you absolutely cannot compromise on — and for a good reason. Make a thorough list of your requisite experience, skills, and qualities. On top of that, consider factors like legality and location while you’re at it.
Image credits: Pixabay
After listing your minimum qualifications, proceed to make a note of the non-mandatory characteristics you’re looking for. Though these aren’t necessarily required for the job, you’d prefer to see them anyway because they make the candidate stronger. Take this time to think about any desirable qualities that you’d like to see in your future hire. Be sure to spare no detail.
Once the criteria are complete, you may now evaluate your applicants and check their resumes to see if they meet your expectations. As you do so, make sure you:
- Pay more attention to the content rather than the style
- Assess recent achievements
- Look at skills and qualities instead of just the work experience
Give it your best shot. Before you know it, the perfect candidates will be right in front of you.
Fact-Check and Scan for Errors
Let’s be real: first impressions matter. At this point, your applicants should be presenting themselves to you as authentically, precisely, and diligently as possible. Little details can make a huge difference.
Image credits: Unsplash
Unfortunately, not every candidate is going to be transparent with you. It is fairly common for applicants to lie on their resumes in hopes of impressing you just a little bit more…but the truth is, there is absolutely nothing more important than honesty. As you start the recruiting process, be sure to look for information online to assess the accuracy of the documents in front of you.
LinkedIn, for instance, is a great tool if you’re looking to confirm data like job titles and employment dates. If you still have any remaining questions and doubts, note them down to ask during the interview stage.
Think this through carefully. As you fact-check the resumes, thoroughly scan them for any potential errors as well. If you find an unnecessary number of spelling or formatting mistakes, it might not be the best sign. However, with that being said, do not dwell too much on a single error or two and ignore the rest of the positives at hand.
Invest in Technology
It is the era of groundbreaking technology. So why not make full use of it? With hundreds of resumes to go through and very little time on your hands, it can be rather difficult to make the right choices. This is why you need to invest in the proper screening systems and software.
Screening software is going to be your new best friend. Say goodbye to the long, time-consuming days of manually scanning resumes. This AI (artificial intelligence) software possesses the ability to seamlessly enter your workflow and automate the whole process. Yes, it really is that great.
To start off, screening software like Zoho Recruit reviews your current database to see which candidates have attained success and which haven’t. The AI then utilizes this knowledge and applies it to future applicants in order to assess their suitability for the job position.
Not only does the AI save valuable time, but it also allows you to hire quality employees. Candidates can’t possibly trick the ATS (applicant tracking system). By carefully analyzing your previous recruiting decisions and reducing the chances of both false positives and false negatives, the software is guaranteed to contribute to an increase in the company’s performance. Never underestimate the power of technology.
Remain Organized and Consistent
To put it simply, the two keys to success are organization and consistency. You don’t want to spend too much time contemplating every decision you make and not give the other applicants a fair chance. That is why you must find a balance.
To start off, it is crucial for you to create a proper schedule. Dedicate a specific amount of time to each resume before officially moving on and assessing the next one. On top of that, be sure that your reasons for accepting or rejecting candidates are fair and consistent. Keep track of all of this information to perfect your recruiting process.
Feel free to also use the ATS to manage your time and resources efficiently and move candidates throughout the various stages of the recruiting process. By doing so, you’ll see just how much work is left and how close you are to your end goal. Fully commit and devote yourself to this cause…and see the difference that makes.
What to Specifically Look for in Resumes?
Mistakes by Candidates
As mentioned earlier, applicants whose resume has spelling, grammatical or other mistakes show unprofessionalism towards their career. Candidates who are serious about their profession show attention to detail when it comes to submitting their resumes.
Job Hopping Candidates
Moving from one job to another in a short period of time in known as job hopping. When you spot a candidate who has moved from one job to another frequently, you should ask questions related to that so that you know what made the applicant do that.
It is best to communicate with the applicants regarding the job position so that long-term commitment can be assured.
Jumping to conclusions without investigating is never a good decision. The same is the case with applicants who have gaps between their jobs. As a recruiter, you must not judge an applicant because of their employment gaps. It may be due to sickness, studies, or any other reason. It’s best to discuss that with the applicants so that you can make an informed decision.
We hope this guide has provided you with all the tips you need to scan resumes like a pro. Believe us when we say that reviewing your approach can have a monumental impact on the success of your recruiting efforts. Follow the tips we’ve discussed and watch all of your dreams come true.
Tash Ads is the Key to Lead Generation for Recruiters
Are you in need of a consistent flow of inbound inquiries from eager hiring managers every month? Consult with Tash Ads today!
Recruiters, the grueling search is finally over. Long gone are the days when you’d tire yourself searching day and night for prospective clients. At Tash Ads, we’ll bring all of them to you. We believe in your ability to succeed…and we want to see your recruiting dreams turn into reality.