Resume screening is a long boring process as you have to go through a decent number of resumes posted by candidates on Indeed and other job portals. You have to set aside hours just for a single hiring. Keywords based search and filters on these job portals are of great help but that’s not enough. When you post a job, you receive an average 250 resumes. What puts you in a disadvantageous position is the fact that only 12% to 25% of these job applicants have the qualification you desire for the profile. There is a large pool of applicants. You will have to curtail the long list of applicants to a small list of ideal candidates.

Modern market is a competitive candidate-driven market. The finest talent does not stay in the market for more than 10 days. You have to act fast and wisely before this 10 days window expires. So, I am writing this resume screening guide to save some time in the process of recruitment.

Resume Screening

Resume screening is an important step in recruitment. This process determines whether a candidate possesses the qualification, skills, training, experience and knowledge matching with the requirements of a profile.

It is a three-step process which is based on the minimum and preferred qualification for a profile. Here is what you should see when it comes to the qualification for a given role:

  • Education
  • Related Experience
  • Knowledge and skills
  • Personality Traits such as strengths, qualities etc

Based on the minimum qualification

It is the mandatory qualification a candidate must have. For example, graduation is legally mandatory for some job roles. A job applicant for the role of software testing must have a degree in computer science. Minimum qualification is just like the knockout round in the FIFA world cup. You have this qualification; you have a chance of getting an interview call. If you don’t; it’s a dead-end for your resume.

Based on the preferred qualification

Though it is a non-mandatory qualification, a candidate with preferred qualification is a step closer to being the ideal candidate for the role. Related experience is an example of preferred qualification.

Based on both the minimum and preferred qualification

Now it’s time to shortlist candidates for the interview. It depends on the requirements of the role. This step is easy in the case of low volume recruitment. Just invite top few candidates having both minimum and preferred qualification. On the other hand, in the case when you have to hire multiple candidates, you have to invite all candidates having both minimum and preferred qualification. You can use recruitment conversion rate to determine the number of candidates you should shortlist.  Let’s consider the following example:

You will invite 18% of the screened candidates for interviews. If you have screened 100 candidates then you will invite top 18 candidates for interviews. 25% of the interviewed candidates receive an offer that is out of 18 interviewed candidates, 4 will receive an offer. Out of these 4, 25% will accept the offer that is out 4, 1 candidate will be a successful hire.

The time it will take to hire a candidate and quality of hire greatly depend on resume screening. So, if your responsibility in the process of recruitment is resume screening, be good at your job.

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