How Do Hr Screen Resumes OOR

How Do Hr Screen Resumes OOR

How Do Hr Screen Resumes


Resume screening plays a pivotal role in finding the right applicant for a job by narrowing the list of eligible candidates. Recruiters review applicants' resumes themselves or utilize software to complete the process. Manual screening involves recruiters reviewing each resume on their own, while software-based resume screening utilizes artificial intelligence tools that scan resumes for pre-determined criteria. Resume screening is a straightforward way to remove unqualified applicants from the application process and shortlist candidates to interview.


Resume screening is a critical part of the hiring process. It involves looking at submitted resumes and determining if a candidate is qualified for an open position. To further break the process down: An HR or hiring manager uploads a job posting to a job board and that listing garners multiple applications and resumes, maybe even hundreds. HR must then look at each of those resumes and determine which candidates are qualified for the position. If a candidate is qualified on paper, then more time needs to be taken to determine if the candidate should move forward in the hiring process, i.e., into the interview phase.

While companies can’t deem a candidate ineligible based on their having a criminal record, SHRM states background checks may be used to make employment decisions. For example, background checks are used for candidates who will work with vulnerable populations like children, the elderly or the the physically and mentally impaired. For industries that must maintain worker safety, drug screening services can be used to conduct 5-panel and 10-panel drug screens, DOT Look Alike and DOT Regulated Lab screenings, while E-verify can be used to confirm eligibility to work in the United States. (Source: arcoro.com)


Pre-employment tests measure skills, intellect, personality or other characteristics of candidates. According to SHRM, the Equal Employment Opportunity Commission (EEOC) states any employment requirement set by an employer is considered to be a test. These tests include cognitive ability tests that measure intelligence, physical ability tests, aptitude tests and personality tests. Before implementing pre-employment testing, the employer needs to determine which tests are necessary, what skills, knowledge and abilities the position requires and who will monitor the test. Pre-employment testing can be time-consuming but can also provide valuable information.

eading résumés. Create a syRstem for cross-checking your job requirements and skills as described on your job description with the facts on a résumé. Since most résumés are written in reverse chronological order, read from back to front so you can follow the person through their career path. It will be easier to pick up on trends. The cover letter is important too. It shows you how well the applicant can express themselves in a concise manner and provides insight about their communication and writing skills. (Source: www.thehartford.com)



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