5 Tips for Effective Resume Screening

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• 5 Tips for Effective Resume Screening
• One of the most time-consuming aspects of any
  recruiting process is resume screening. It can
  take a hiring manager up to 24 hours to read and
  screen resumes just to recruit one person.
• This, however, does not have to be the case!
  Continue reading to learn how to improve your
  resume screening process and make it more
  convenient for yourself.
• Candidates struggle to produce the perfect resume
  that will grab the reader's eye and keep them
  from falling into the hiring manager's
  wastebasket through endless rewrites, keyword
  stuffing, and stressing over the precise
  alignment of bulleted lists.
• Accuracy Check
• You may want to run some background checks on the
  candidates you've narrowed down to a shortlist.
  This could be a structured background check to
  ensure that the information on their resumes is
  accurate, or it could be a quick social media
  check. In the latter case, it could be as simple
  as going to their LinkedIn page and verifying
  that the details there match what they say on
  their resume.
• Examine candidates to see if they meet the
  preferred criteria
• In most cases, the preferred conditions are often
  mentioned in the job description. They are
  sometimes written as it is preferred if the
  candidate' or anything along those lines. There
  are characteristics, abilities, or other
  characteristics that are beneficial to the role
  but are not necessary. This category would
  encompass a wide range of abilities and
  characteristics. Be aware that these may be
  difficult to find in the resume, but they may be
  included in the cover letter.
• Don't consider any resumes that don't meet the
  minimum requirements when screening for
  preferred criteria. Those resumes should have
  already been eliminated from consideration.
  You're now on the lookout for someone who fits
  the ideal standards. You have the option of
  rejecting applicants who do not meet these
  criteria or being more flexible. You may decide
  to let some people in even though they don't
  meet all of the preferred requirements because
  they possess some valuable skills.
• Make Personalized Applications a Top Priority
• You should be on the lookout for applicants who
  have customized their applications to your role.
  Many work seekers simply copy and paste their
  resumes into various job postings. If someone is
  passionate about the job you're hiring for,
  they'll take the time to personalize their
  application for you. This could involve stuff
  like addressing their cover letter to you if your
  name is on the work posting. They should also
  include the working title and company name in
  their application, as well as the basic
  characteristics and skills listed in the job
  description.

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• You should already have a shortlist of candidates
  ready to interview. If there are still so many
  applicants who have passed all of the screening
  steps, you may want to add a psychometric test
  to the mix. This offers you a straightforward way
  to compare applicants and put them to the test
  on job-related skills.
• Red Flags
• Depending on the qualities you value in a new
  employee, a variety of items will raise red
  flags. Typos, for example, are also used as a
  red flag because they are unprofessional. It
  demonstrates a lack of attention to detail and
  indicates that the employee did not proofread
  documents or emails before sending them out.
• A resume that is poorly formatted or difficult to
  read is another red flag. This may mean that the
  person is disorganized or has difficulty writing
  clearly. It seems that they haven't put much
  thought and effort into their CV.
• Applicant Tracking System
• You'll need an applicant monitoring system if
  you're having trouble keeping track of applicants
  and determining who is moving on to the next
  stage of the process. These services are intended
  to make the hiring process easier for both you
  and the applicants.
• Many of them allow you to search for applications
  based on keywords. This is a convenient way to
  find the conditions you're searching for.
  Candidates can read the job description carefully
  before incorporating the keywords into their
  cover letter or resume.
• Conclusion
• You will save a lot of time and effort when
  screening resumes if you follow this guide to
  successful resume screening. Make use of
  technology to complete tasks much more quickly!