How can you use technology to efficiently screen resumes?

Key Points about using technology to efficiently screen resumes with Applicant Tracking Systems (ATS): Automated Screening: ATS streamlines the resume screening process by managing and tracking applications from various sources. Keyword Filtering: Recruiters can set specific criteria, including keywords, skills, and qualifications, for automated resume filtering. Eliminating Irrelevant Candidates: ATS swiftly identifies and eliminates unqualified or irrelevant candidates. Ranking and Scoring: ATS systems rank and score candidates based on resume content. Comparative Analysis: ATS tools help recruiters compare and contrast applicants, facilitating well-informed decisions.

AI-powered resume screening tools can automatically scan resumes for keywords and skills, and can even identify patterns and trends that you might not be able to see. This can help you to identify the most qualified candidates quickly and easily.

A lot of jobseekers don't believe that AI should be used when screening candidates. It's like saying that driving a car is bad because it's stressful to the people that have to make the car. Using AI and ML is very efficient, what applicants should do is see what technical skill resonate with them the most and include it in their resumes so that it can be detected by AI and make the process easier and faster for everyone involved.

AI contributes to the removal of discriminatory obstacles and allows for a wider range of applicants. Not every resume is created similarly. Some applicants might have chosen unusual professional choices or have special skill sets that AI may not easily fit into existing assumptions. AI algorithms is still in process of getting equipped to handle complex resumes. . Humans are still pretty good at recognizing right talent but AI & Machine learning as a technology bring efficiently for the recruiter in screening.

Sometimes if I have a really technical role to fill, I take the job posting and paste it into ChatGPT. I ask it “please turn is this job posting into something an 8 year old would understand lol”. I always get such a great understanding after. I also do this when I have a resume with descriptions that might seem confusing.

Technology can now give feedback based on your video interview and whether you were smiling, etc. It's a great step and personally I think video interviews are great as you can retake them and think about the question before you answer. You can also share the video interviews with other Hiring Managers for their feedback. Assessments are also a great equalizer, they make you look beyond the resume and are an essential step in any process.

There are many great websites that bring together like minded professionals such as GitHub, Reddit, Discord. You can access candidates from here that are excelling in their career or are simply pushing the boundaries constantly. Look out for them in courses on social media recruitment or simply search for a professional network in any career.

CVs are a very weak predictor a candidate's ability to successfully perform the role. This is because on one hand, they are completely invalidated - a candidate can put anything they like on a CV, a process that has now become even easier with the rise of ChatGPT. On other hand, a CV contains myriad bits of sensitive personal information about a candidate that are fundamentally irrelevant to whether or not they're the best candidate - gender, ethnicity, age, religion are all commonly revealed by the CV. So, it's best to exclude the CV from your screening process altogether. Instead, consider adopting skills-based hiring, to select candidates fairly & automatically based on how relevant their skills are for the role.

Today, easy availability of technologies like Automated Job Advertising is helping free up recruiters’ time. Mobile-optimised careers sites with features like autofill or Apply with LinkedIn make it simple for candidates to find and apply for roles.Applicant Tracking Software have also undergone a makeover, enabling features like candidate segmentation. Recruiters can now blend predictive analytics and data-driven methods to create the best pipelines and keep the focus on the warm talent pool i.e candidates most likely to engage.

We need to leverage all the technology at our disposal in order to create an efficient process for candidates and businesses. There's so much out there!