How do you balance the quantity and quality of resumes you screen?
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Before you post your job ad, you should have a clear idea of what you are looking for in a candidate. What are the essential skills, qualifications, and experience that you need? What are the nice-to-have but not mandatory attributes that you prefer? How do you measure and compare these criteria? Having a well-defined set of criteria will help you create a more focused and relevant job ad, as well as a more efficient and objective screening process.
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Clear role criteria is often underrated and how unconscious bias creeps in. Don't triage based on gut reaction to the resume. Prioritise your hard requirements and TRY not to make any assumptions about perceived gaps. Give the candidates a chance by actually talking to them.
One way to reduce the number of irrelevant or unqualified resumes you receive is to use filters and keywords in your job ad and application system. Filters are questions or options that applicants have to answer or select before they can submit their resume. For example, you can filter by location, availability, education level, or certification. Keywords are words or phrases that you use to describe your job requirements and expectations. For example, you can use keywords like "salesforce", "project management", or "bilingual". Filters and keywords can help you screen out applicants who do not meet your minimum criteria or who do not match your job description.
Another way to save time and effort in screening resumes is to automate and delegate some of the tasks. Automation is the use of software or tools to perform repetitive or routine actions, such as sorting, scanning, or scoring resumes. For example, you can use an applicant tracking system (ATS) to rank resumes based on your criteria, or a resume parser to extract and organize information from resumes. Delegation is the assignment of responsibilities or authority to someone else, such as a colleague, a recruiter, or a third-party service. For example, you can delegate the initial screening of resumes to a junior staff member, a hiring agency, or a freelance resume reviewer.
Finally, you should review and refine your screening process regularly to ensure that it is effective and efficient. Reviewing means checking the results and feedback of your screening process, such as the number, quality, and diversity of applicants, the time and cost of screening, and the satisfaction and retention of hired candidates. Refining means making adjustments or improvements to your screening process, such as changing your criteria, filters, or keywords, updating your job ad or application system, or switching your automation or delegation methods. Reviewing and refining can help you optimize your screening process and achieve your hiring goals.
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Understanding the market you are hiring in helps immensely with managing the flow of resume screens. Take time to research your competition and domain, understand the real need for the role you are hiring for, and get a sense of the people that this hire will be working with. All of these factors will help greatly when parsing through resumes in a more effective manner. As your understanding of the above increases, your quality of screens should increase and the quantity should typically go down. Become a specialist in every role you have to fill!
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