What are the best practices for using virtual screening tools to screen resumes?

1 Choose the right tool for your needs

When selecting a virtual screening tool, there are several types to choose from, each with varying features, capabilities, and costs. Keyword-based tools are easy to use, but may not detect qualified candidates who use different terms or formats in their resumes. Semantic-based tools are more accurate and comprehensive, but can be expensive and complex to set up. Skill-based tools can measure hard and soft skills, but may be time-consuming and intrusive for candidates. Ultimately, you should choose the tool that best suits your hiring goals, budget, and industry. Additionally, consider the user experience, integration with your applicant tracking system, and the data security and privacy of the tool.

3 Validate and calibrate the tool

Another key step in using virtual screening tools is to validate and calibrate the tool to ensure that it is working properly and producing accurate results. You should test the tool before using it on real candidates, by using sample resumes or past hires that you know are qualified or unqualified for the job. You should check if the tool is screening resumes based on the criteria that you have set, and if it is ranking candidates according to their suitability for the job. You should also check if the tool is avoiding any errors or biases that could affect the fairness and diversity of the hiring process.

You should adjust the settings, parameters, or algorithms of the tool as needed, based on the feedback and data that you collect from the testing. You should also monitor and evaluate the performance and outcomes of the tool regularly, by using metrics such as the number of candidates screened, the quality of candidates shortlisted, the satisfaction of candidates and hiring managers, and the retention and performance of hires.

4 Communicate and engage with candidates

The final step in using virtual screening tools is to communicate and engage with candidates throughout the screening process. You should inform candidates about the use and purpose of the tool, and how it will affect their application. You should provide clear and detailed instructions on how to use the tool, and what to expect from the screening. You should also provide feedback and updates on the status and results of the screening, and the next steps in the hiring process.

You should treat candidates with respect and transparency, and address any questions or concerns that they may have. You should also solicit and act on any feedback or suggestions that they may have about the tool or the screening process. You should aim to create a positive and memorable candidate experience, that will enhance your employer brand and reputation.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?