Even while the economy gradually starts to recover, unemployment remains high and employers still receive more applicants per opening than normal. This will make resume screening probably the most important tasks of Recruiters and Human Sources professionals. To do your work more proficiently, you need to screen technology resumes in ways that is efficient, yet effective. In the end, your primary objective would be to pick the right candidate for each position.
Best Practice Resume Screening
- Be sure that your posting is attracting the proper of applicant
Some active job seekers may make an application for anything – even when they are not remotely qualified – therefore it is key that you simply outline not only experience, educational and certification needs, and technology buzzwords inside your postings. Be specific about the type of history and accomplishments your ideal applicant should have. “Should have brought Ruby on Rails software team that leveraged agile methodologies to ship a effective multi-language consumer web product…” is much more targeted than “5 years experience as lead developer.”
- Look beyond keywords
Smart candidates have determined when they stock up their resumes with increased buzzwords (i.e. technologies), they are more prone to popularity of search engine results. We would like candidates with hands-on experience while using technologies for auction on our responsibility posting. So, concentrate on resumes that demonstrate when and where we’ve got the technology was utilized at work. Keywords that display in the bullets under job overviews are usually much better than keywords that go to the bottom or top of tech resumes within the skills summary section.
- Get the aid of your ATS
In case your applicant tracking system (ATS) has functionality that enables you to definitely leverage applicant questionnaires, create simple, 10-question-or-less questionnaires that will help you stack rank your applicants. Leverage questions that take out additional information concerning the key technologies, skills, and accomplishments you’ll need. “The number of many years of commercial experience have you got writing code in C#?” “What specific QA tools have you ever used: Select everything apply…”
- Get skills testing help
When you are with a lot of “looks good in writing” applicants, and may afford it, you may even be thinking about leveraging a web-based, pre-employment skills test. Invite your short-listing of applicants to accomplish the exam and employ the outcomes you prioritized whom you phone interview. For tech quizzes, take a look at the likes of BrainBench ( world wide web.brainbench.com ) and TechCheck ( world wide web.techcheck.com ). (Note: Speak to your own a lawyer before establishing any type of pre-employment test.)
