In the previous article, we talked about How Resumes still exist in 2018 and will do in the future too.

But there are lots of problems associated with manually screening resumes. Be it a small company or a large company, managing resumes are getting difficult day by day. While some companies are using tools to solve this problem, others do it manually by hiring a person who manages this extracted data on an excel sheet or any other suitable platform.

The main question is why analyze resumes when you have so many places to get candidates for your job?

The simple reason why companies put so much effort is that before wasting time and effort in finding candidates elsewhere because it’s better to look through the ones who previously applied on their site for various job openings.

Many deserving individuals don’t get selected, even for older listings because the requirement is always lesser.

Companies can save money and also can hire such candidates who are already quite interested in working for their company rather than the other way round.

What’s the end result any company wants? Why are they putting so much effort into managing this data?

A good hire. Right? The end goal is to hire the best out of the lot.

Here’s a quote by Helen Keller -

Alone we can do so little, together we can do so much.

Every company needs a strong team.

But there’s one big issue here, manually screening resumes leads to many problems.

Let’s see what they are:

1. The Human Brain can only Take in So Much

There’s no prescribed format or style a resume should be created in order for a job application. Candidates share their resumes in different formats which makes it incredibly difficult for the Recruiter to go through the resumes.Aside from the formatting, people use different fonts, colors & font weight. Now imagine going through hundreds of these resumes at a time and manually extracting data and writing it somewhere. The brain needs to get accustomed to each format every time you analyze a new resume. Though the brain can handle such situations, you would be a lot more productive when you analyze the resumes with the same formatting. Won’t you be? This doesn’t only lead to more time taken but you are bound to miss things resulting in a lot of errors that can sometimes cost your company too.

2. Human Bias

According to NCBI -

Human judgment and decision making are distorted by an array of cognitive, perceptual and motivational biases

Recent evidence suggests that people tend to recognize (and even overestimate) the operation of bias in human judgment - except when that bias is their own.

So it’s quite normal to create a bias for someone due to some things.

For example, when an HR is going through a lot of resumes, he/she might create a bias by seeing the formatting of someone’s resume or maybe a set of skills.

But just think for a moment:

Does a good resume means he’s a good candidate too?

Well, chances are he might be good but the opposite is also equally possible.

But even knowing all of this, people favor candidates all the times for some reason or the other. Why would someone qualified, a better fit for the company doesn’t go through to the interview because his resume looks ordinary?

This ain’t right and can cost you sometimes.

3. Cluttered Information and Data Management

After speaking to multiple HR Managers, we found that when going through the resumes they have set of things in their mind. For example Years of Experience, Skills, University etc.

Let’s say an HR is looking for a certain skill in the resume. The chances of skill being mentioned in the same place in every resume are almost nil. Different people give priorities to different attributes. Not only would it be extremely difficult to go through hundreds of resumes, you are prone to miss things hence make mistakes.

So, you can end up tagging certain skills to a candidate knowing nothing about it. This leads to false negatives.

Most companies store this information for future reference. This way you are bound to lose time in future when contacting such candidates. And as the number of resumes to be being analyzed goes up, so does the number of errors. Makes it extremely difficult to scale.

What’s the Solution?

Humans tend to make mistakes and there is no problem in that. But why would your company suffer when you can automate things. There are a lot of products in the market which is made to solve these problems.

One great tool is a Resume Parser which essentially is an application which analyses resume/CV and extracts the data into a machine-readable format such as JSON and XML. It helps you to not only visualize the data as you like but also makes it easy for you to search candidates within millions of candidates based on your specific requirement.


We have seen the problems relating to manual screening. It’s mostly due to human errors which can cost a company at a later stage. The ideal solution would be to automate the resume screening process.

To know more about Automated Resume Screening, here's a complete guide to Automated Resume Screening and a How to solve the above issues.

Check back in a Week!