Recruiters need to know about three important tools for resume screening

Many organizations rely on resume screening as a cornerstone of their recruitment strategies. Based on factors such as their skills, work experience, and education, the resume of a candidate is assessed along with their job description to gauge their suitability for the job. As for candidate screening software, it is typically used to narrow down candidate pools, reduce an organization’s time-to-hire, and assess the effectiveness and accuracy of job listings and descriptions. The use of resume screening tools is becoming more and more popular with hiring managers and recruiters seeking to enhance, streamline, and expedite their recruitment processes.Today, we are going to take a look at three of the top resume screening software tools on the market and explain their pros and cons.

How to screen resumes

Resume screening is associated with five major drawbacks. 

Getting started. Volume of the application

A recruiter’s most time-consuming and monotonous task is manually screening resumes. Incorporated jobs usually attract 250 applications on average, which explains why recruiters scan each resume for six seconds on average. Hiring organizations are unlikely to identify the best talent within their pipeline if they use a rushed and inconsistent process like this. A recruiter may completely ignore part of an application if he or she is overworked. 

The second step. Review resumes for errors

78 percent of job seekers lie during the recruitment process, according to a survey by reference-checking company Checkster. In addition to misrepresenting their skills, experience, academic degrees, and certifications to gain an advantage over the competition, candidates are increasingly savvy when it comes to stuffing their resumes with relevant keywords and phrases to ensure they cruise through the early stages of the recruitment process.

The third. Hiring quality 

A recruitment metric for assessing the value new hires add to a company is quality of hire. Recruiters can use HR resume scanning software to screen candidates based on predefined credentials, like credentials or years of experience. However, it doesn’t necessarily predict candidates’ success in a certain position. Furthermore, many hiring organizations fail to connect the dots between potential employees hired after a resume screening and the success, or failure of the company. The result is that companies have difficulty fine-tuning and improving their screening processes. 

The fourth paragraph. Quickness

Hiring organizations may miss out on the perfect candidate because of a slow and clunky resume screening process. Within ten days, for example, the best job seekers are off the market. The application process also took too long for 60% of candidates, who quit. 

The fifth is. Unconscious biases

It is fundamentally unfair to hire someone based on manual resume screening. Hiring managers and recruiters are unable to scan resumes manually with consistency, making unconscious biases all too easy to creep in. 

How does resume screening software work?

There are many challenges related to manual resume screening that can be addressed by online resume screening software. It allows companies to quickly and consistently scan candidates based on their skills, work experience, education, and any other requirements. 

In most cases, these tools are built into Applicant Tracking Systems (or they can easily be integrated with an organization’s existing tools). They can be especially helpful for organizations with high-volume recruiting needs.

Screening tools for resumes: pros and cons

Using resume screening tools has its advantages and disadvantages, as with any tool. 

Resume assessment tools have the benefit of shortening time-to-hire by quickly reducing the number of candidates and eliminating lengthy recruitment processes such as screening calls and first-round interviews.

 

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