When we mention candidate screening, usually, a hiring manager relies on scanning and reviewing resumes. However, the very identity of resumes is in jeopardy now that many employers and talent acquisition professionals are questioning their credibility. One of the major questions we’ll address today is whether resume and screening work well in the current hiring scenario.
Consider these facts:
On average, hiring managers have 20-30 job openings.
A single job post is expected to receive nearly 250 job applications. Most of these resumes can be named shotgun CVs or, to quote politely, hold zero relevance.
Only 2% of resumes make it to the interview round.
Less than 5% of recruiters will invest more than one minute to review the resume.
Most importantly, 40% of hiring managers have accepted hiring candidates based on their LinkedIn profile.
With as many as 10,000 resumes finding a place in your mail from every corner of the world, it’s nothing but ensured that reaching the interview round is pure luck. So, does that mean resumes are near extinction?
Well, we have a slightly different take on the much-debatable topic. It’s not the resumes that should be eliminated. It’s, instead, the resume screening process that needs overhauling.
What exactly has been the definition of resume screening?
Recruiters and their “eagle-eye” analyze the resumes and seek indicators that, according to them, would make for a good candidate.
The indicators are:
A candidate’s qualifications,
University they’ve attended,
Companies they’ve worked with.
Traditionally, these indicators were reliable measures to judge whether a candidate would perform well. Leonardo Da Vinci, father of the first resume, would have had his moment back in the 2000s.
But here’s what perplexes me more than ever. How can one expect to innovate while screening resumes the same conventional way? How can one expect to build a diversely skilled team, especially if the screening process is pedigree-driven? Irrespective of the experience, a talent acquisition manager can easily fall prey to unconscious bias.
Why Do I Believe Resume Screening Is the True Culprit?
Primarily because many resumes never even get seen. Resumes for scanning potential candidates are ideal for those who “know their way around the game.”
According to the report published by CNBC, 3 out of 4 resumes don’t even reach the hiring managers because they get filtered out by an ATS. Present-age candidates are smart enough to use keywords on their resumes. Few are even smarter to change the font color to white and type them at the top and bottom of each resume page. Have you ever thought about the qualified candidate who missed using these keywords in the resume? They miss an opportunity to work for a good company, and the company loses a potentially talented candidate.
An adulterated resume screening process rewards candidates who know how to trick the system. This, however, comes at the expense of skilled candidates.
Having the talent to parrot back the keywords mentioned in the JD isn’t bad. But can you be sure that they can perform the job equally well? The solution is that you supplement your resume screening process with a parsing solution.
Here’s How Automating With A CV Parsing Solution Can Make a Difference in Oracle Hiring
Reduce Time-To-Fill Via Automation
A crucial aspect of a recruiter’s daily job is time-to-fill or manually screen resumes and fill candidates’ details on the Excel sheet. The KPI encourages the recruiters to enhance their hiring practices and improvise in the company. To put it in simple words, it’s extremely crucial for a hiring manager to reduce the time to fill and hire talented candidates.
On the contrary, deadlines and job quality don’t work in synergy with each other. To be thorough, it’s important to invest time. Completing the task of thoroughly screening resumes and fishing out the best candidates is complicated.
Screening the resumes is an early stage of hiring. Hence, it’s important to be thorough with the process. Manual screening equates to errors, increasing the probability of a talented candidate slipping through the cracks.
Automating the resume screening process with a parsing solution in Oracle gives recruiters their valuable time back. The process that took hours and sometimes days to complete, when automated, can be done in seconds.
This means the talent acquisition manager can trim down the time-to-fill without compromising on the hiring quality.
Splitting Qualified Candidates from Unqualified Candidates
Splitting the qualified candidates from the unqualified ones is the most important aspect of deciding who gets hired. This decision mirrors the performance of the recruiter.
How well qualified are they? How happy are they throughout the hiring journey? How well can they contribute towards business growth? When considered during the selection process, all these aspects can easily make or break the hiring circle. Screening resumes with AI gives the process exactly the right boost needed.
AI-driven solutions are called super data-readers. Automated resume screening ascertains that the CV of each candidate is evaluated comprehensively and fairly rather than being judged by unconscious bias.
Rather than being judged by aspects like age, gender, race, ethnicity, and many more, AI parsing simply extracts the data that are elemental to the success of the job and candidates, like education, skills, certifications, and experience.
In early-stage evaluation, saving time while getting accurate candidate data is imperative. This also allows hiring managers to focus on tasks that require a human touch and cross the mundane jobs off the list.
Grow Talented Applicant Pool
Finding perfect candidates with all the important skills is becoming harder. Losing them to your next-door competitor is on any company’s Wishlist. Attracting the candidates’ attention is important, but making them sit through the job application process is even more important .
However, once their resumes enter the database, it becomes important that the past and the present candidates are tracked. Perhaps Wade, who was the second-best candidate for a job a few years ago, with updated skills and profile, is an ideal candidate for the job now. Automating the resume screening process is the best technique to curate a strong talent pool.
Consider once having a database of talented candidates easily accessible to you with a click and the resources you’d save when all the potential candidates don’t get flushed out from your recruitment funnel.
Whether or not resumes are a thing of the past is a debate ruling the HR tech conferences. Our take on it is simple. Resumes can never perish. Perhaps it’s time to revamp the resume screening process with automation to bring consistency and make hiring reliable and efficient.
Want to see how, in a few minutes, we can help you fetch accurately parsed candidate data?
Source: RChilli blog