Have you ever wondered what it takes to screen the behemoth amount of resumes? What strategy HR managers adopt to go through every resumes effectively? Let's take a look at behind the scenes of the screening process.
They keep their weapons ready.
Relax! Don’t take it too literally. HR managers must have some guidelines before them to even just start the screening process. You don’t realise it, but there are plenty of factors that they have to consider while screening the resumes. Which is why HR managers do make sure to have access to all important materials that may come handy while the screening process.
I’ll just go through the important things that they do take care of in the process. And the very first step they take is to get the job description ready. There could be plenty of details they have to consider, so they usually keep one sample of a job description with them and it is a good practice to keep a good source of reference.
The second step is to make a list of all must-have skills that the job description demands. They will take this step to screen out the resumes which do not have a mention of these skills.
The third part is to cross check the minimum no. of experience required for a particular job role. If the job demands a developer having a minimum of 5 years of experience then they see no point of considering the resume of someone having less than 5 years of experience.
The last part is to get the list of skills that are considered to be a plus for the job role. This isn’t mandatory hence they keep the list for the later part of the screening.
Quick screen like Barry Allen
Sorry for throwing out the nerd analogy, but that’s exactly how fast HR managers skim through the large pile of resumes. When you get hundreds of resumes in a day then they obviously have no choice but to get the things done very quickly.
Being the sherlock
This is the last step and requires much more attention. By the time they start off with this very part, they could manage to get rid of unqualified resumes. Now, HR managers can start digging deeper into the profile of the candidates. Here too they screen around certain parameters.
- Being grammar nazi
Though having a good grammar is not essential for a developer role, but they do take notice of silly grammar mistakes. It gives the impression of how serious the candidate is regarding the job.
- Presence of extra skills
All resumes by this round have all must-have skills. But, there could be some profiles where the presence of an extraordinary skill gives the wow impression. They specifically look for such skill set while scanning the resumes.
- Career trajectory
If a candidate is restricted to just one role in his entire career without showing any signs of improvement then it is a strong reason to not take that resume forward for further rounds. HR managers do look at resumes that have a visible pattern of consistent improvement.
Last but not least
When they have the final set of resumes, they usually go through all over the web to find their social profiles. The obvious places to look are Facebook and Twitter, but they also take one step ahead and explore their other kind of profiles like Github and Stack overflow. They specifically see the contribution of the candidate to the developers community and also consider the karma score.
The whole screening process is long and daunting. It becomes more difficult when there is a huge influx of resumes on a daily basis. So there has to be a downside as a consequence of such detailed screening. It takes a lot of unnecessary time in completing such detailed process and there is always a chance to lose out on some good developers.
The screening process will be efficient if HR managers could get a complete report on each resumes. In fact, there is a product that does the entire screening of resumes with the help of artificial intelligence. You can even try it with a resume for free.