In last two articles, we discussed "The Fate of Resumes" & "Why Manual Screening was a bad Idea?".

Here we discuss how resume screening is traditionally done and what's the best way to do it in 2018.

Do you know the average time taken for a single hire?

23 Days!

According to a data from Glassdoor Economic Research, the average interview process takes about 22.9 days which was only 13 days, 4 years back.

The data also shows that Resume Screening takes the bulk of the time from the recruiting process. On an average 23 hours is spent in screening resumes, which is quite a lot.

According to Ideal -

“52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool.

Let’s face it.

Hiring time has increased tremendously in the recent years.

The bigger the company, greater the time.

What's Resume Screening?

Resume Screening is a process of determining whether a particular candidate is qualified enough for a job, depending on skills, education, experience etc.

In other words, it ’s a process where job requirements are matched with the qualification of the candidate.

If the resume is matched, the next step is usually an interview or a skill test.

Steps in Resume Screening

In most cases, the screening process can be divided into 3 steps based on minimum qualification and preferred qualification.

Step 1: Based on Minimum Qualification

Minimum Qualification is the mandatory qualification required in order to take a particular job. Some examples would be -

  • Candidate should be from a particular location
  • Candidate must have a minimum 5 years of experience

This is the first step to resume screening which helps in reducing the number of resumes. This is because even if the minimum qualification is stated, people still submit their resumes.

Step 2: Preferred Qualification

This is the second step in the resume screening process. This qualification is not mandatory but if a candidate has these skills then he has a greater chance of being selected.

For example, many companies tend to select candidates who have previous office experience than freshers.

Step 3: Final Shortlist

This is the final step in the resume screening process. This is where the best candidates are selected for an interview.

This decision is based on many factors such as Skills, Education, Work Experience, Location etc. To simplify the screening process you can use a HR chatbot.

Different factors that affect Hiring Time

There are different factors that affect hiring time. These include Location, Size of Company etc.


So different cities have their own way of hiring. The procedure followed to hire in Silicon Valley will be very different than that followed in Washington.

Here are some stats from Fast Company -

  • Portland - takes about an average of 25 days
  • San Jose - takes about an average of 24 days
  • Seattle - takes about an average of 25 days
  • Miami - takes about an average of 18 days
  • India - takes about an average of 16 days


There is a standard process for interviews depending on the company. No matter how the process starts online or in person, the time varies depending on the process followed by the company

Depending on the job profile, the time increases when furthermore tests are added, such as Coding Tests, Background Tests, Skill Tests etc.

Size of the company

According to a study by Glassdoor, the hiring time significantly increases for bigger companies, especially for those who have expanded to multiple countries.

The data showed the following stats -

  • Companies with < 1000 employees - 22 days
  • Companies with 1000 - 9999 employees - 26 days

Job Titles also makes a difference

The time significantly differs according to the Job titles. So the hiring time for Senior Level employee will take more than hiring a fresher.

According to data, the average time takes to hire a bartender is 6 days whereas the time taken for police officers is 127 days.

Source - GlassDoor

So how can you reduce hiring time?

According to a study, Recruiters spend most of the time in screening resumes. Apart from the large time taken, manual resume screening has a lot of problems like mentioned below.

Problems with Resume Screening

The is the number of problems associated with manual resume screening. Let’s see few of the biggest ones.

Takes a lot of time & Volume

Resume screening can take more than 23 hours for a single hire. This time is even larger for big companies.

Resume screening is the tougher tasks in the hiring process. A job opening receives an average of 250 resumes. Out of these 250 resumes, about 85% of them are unqualified.

So let’s say an HR spends more than a day going through these resumes and still fail to hire a candidate.

Ultimately it helps the company save a lot of money.

What’s the solution ?

Normally companies solve this problem using an ATS ( Application Tracking System). This system allows to you manage candidates.

So it basically helps in automating resume screening through keyword matches or knockout questions.

But it comes with its own problems.

Keyword Stuffing!

As many candidates would be knowing about ATS, they stuff irrelevant keywords. This again results in -

False positives

Due to keyword stuffing, ATS can screen in a candidate which is not at all qualified and companies might also waste time in interviewing these candidates too.

False negatives

Similarly, there may be candidates which are screened out a good candidate only because there are 1-2 keywords missing.

Whatever the case maybe an ATS is not a good option for recruiting.

Quality of hire

Quality of hire can be measured using different ways -

  1. Depending on the hire’s performance after joining.
  2. Depending on the hire’s performance in the last company.
  3. Depending on the recruiter’s satisfaction.

While an ATS can solve the problem by reducing the number of resumes, it’s not able to capable of measuring the quality of hire. It won’t be able to rate a resume which ultimately helps me to improve the quality of hire.

So what’s the ultimate solution ?

There have been a lot of advancements to improve the process of hiring. Right from automation to AI, one major software that has greatly solved this problem is a Resume Parser.

What’s a Resume Parser?

Resume Parsing is a process where the unstructured form of data is converted into structured form. Resume Parser is essentially an application which analyses resume/CV and extracts the data into a machine-readable format such as JSON and XML.

The various advantages of using a Resume Parser -

Volume & Saves Time

The main problem with manual resume screening is that it takes a lot of time and the volume.

A resume parser can help solve that problem. So whether its 100 or 1000 resumes, the parser can easily handle large quantities at one go.

This helps to save a lot of time which can be used for other important tasks.

So, you can focus more on interviews than screening unqualified resumes.

And because its the machine doing your job, you won’t miss even a single candidate which you can otherwise.

Quality of hire

As we discussed earlier that the main problem with an ATS was false positives and false negatives.

Using a Resume parser fixes that as it doesn’t screen on the basis of keywords but using lot more variables.

Filter out the best

You can filter out the candidate on the basis different variables.

Just for an example -

Let’s say company X only wants candidates who are a resident of Bengaluru. He can easily do that by adding a filter.

This saves a lot of time and hassle which would otherwise take if he manually reviews all the resumes.

This way you will be able to focus on the candidates that really matter.

Saves Money

All the companies who have used Resume Parser have got a good ROI after using such tool.

Tips for Automated Resume Screening


Most Candidates know the resume screening process and how that extracted data is handled by the ATS. So they stuff in the keyword (required by that particular job) to be in the top results.

So, it’s very important that a recruitment officer is not overwhelmed by the candidates at the top of ATS and that he should focus on candidates that are experienced in the required skill and the companies he has worked with.

Get help from Skill Testing Platforms

In some cases, there might a good number of qualified resumes. But it’s not advisable to interview them as most of the times resume alone can’t tell how skilled the candidate is in that particular area.

A good option is to use Skill Testing Platforms such as Brainbench or completely outsource the interview by using AirCTO Interview (interview conducted by Experts) to save time in interviewing the unqualified candidates.

So which Resume Parser should I use?

We saw that there weren’t any good Resume Parser in the market. So after a year’s research, we developed our own Resume Parser.

AirCTO Resume Parser, which is an advanced resume parser is built to solve recruiter’s major problem, “Resume Screening”.

Why AirCTO Resume Parser API?

Here’s why you should AirCTO Resume Parser API.

1. Accuracy

Our Parser Technology has a very high data extraction coverage which is way higher than the competition.

Just for some data, our data extraction coverage for Email is 100% (highest) and for Work Experience is 70% (lowest).

2. Support for multiple file formats -

The AirCTO Resume Parser supports multiple file formats including PDF, Doc, and Docx(Microsoft Word XML format).

These are the two of the most common file formats used to create resumes.

Support for more file formats would be added soon.

3. Easy to consume the data

As a recruiter, you need to deal with differences of types of resumes. All resumes have different formats, fonts, presentation etc.

The tool will help solve this problem by showing the right information in the right place so you can easily go over more candidates in lesser time.

4. Customisable

The output response you get is in JSON (JavaScript Object Notation) format, which is way popular than XML (Extensible Markup Language).

Furthermore, we can easily customize the API according to your company. So whether your’s is a Tech Company or a Non-Tech company, it doesn’t matter.

Our API is being used by some of the big companies like -

  • Orcapod
  • Klimb
  • TheSalesTalent


It’s for sure that more and more advancements will be made in the recent future to simplify the hiring process.

There’s no point in running away from such technology. Many companies have already adopted such technology and have got good ROI too.

So if you are interested in trying our products, you can always mail us or you can see it yourself by clicking on the Live Demo button below.

Hopefully, the post helped you in understanding Resuming Screening and how a Resume Parser can benefit your company.

For any queries or questions, you can comment below. If you are a candidate feel free to join our Developer Community.


Request a live demo or trial to see the power of AirCTO’s technology for yourself.