Screening resumes is an essential part of the recruitment process, but it’s not always easy to get it right. Even the most experienced recruiters can make mistakes when reviewing resumes, and these mistakes can have a significant impact on the outcome of the hiring process. In this blog post, we’ll take a closer look at three of the biggest mistakes recruiters make when screening resumes, and how to avoid them.
Failing to use an applicant tracking system (ATS)
One of the biggest mistakes recruiters make is failing to use an ATS to properly organize and filter resumes. An ATS offers the functionality to integrate software that can automatically scan resumes for keywords and qualifications, and even rank them based on how well they match the job requirements. However, many recruiters don’t use an ATS, or don’t use it effectively, which can lead to resumes being overlooked or misfiled. This can result in missing out on highly qualified candidates, and can also lead to a more time-consuming and disorganized recruitment process. To avoid this mistake, make sure to use an ATS that is designed to work with the specific requirements of your organization, and train your recruitment team on how to use it effectively. This will help to ensure that resumes are properly organized and that the best candidates are selected for the job.
Not reviewing the entire resume
Another common mistake recruiters make is not reviewing the entire resume, and instead focusing only on the most obvious qualifications and experience. This approach can lead to valuable candidates being overlooked. Recruiters should take the time to review the entire resume, including the education, skills, and work experience sections. Look for transferable skills and achievements that may not be immediately obvious but could be valuable to your organization. For example, a candidate who has experience working in a customer service role may have excellent communication and problem-solving skills that would be valuable in a sales position. By reviewing the entire resume, recruiters can ensure that they are not missing out on any valuable candidates.
Discriminating against certain candidates
Finally, discriminating against candidates is one of the biggest resume screening mistakes a recruiter can make. Discrimination based on factors such as age, gender, or race is not only illegal but also unethical. It’s important to remember that a resume is not a person, it’s a document, but it’s important to make sure that your recruitment process is fair and impartial. Recruiters should not make assumptions about a candidate’s qualifications or abilities based on factors such as age or gender. Instead, they should focus on the qualifications and experience listed on the resume. To avoid this mistake, make sure to follow the guidelines set out by the Equal Employment Opportunity Commission (EEOC) and ensure that your recruitment team is trained on these guidelines. This will help to ensure that the recruitment process is fair and that the best candidates are selected for the job, regardless of their background or qualifications.
Take the steps to avoid future resume screening mistakes
Screening resumes is an essential part of the recruitment process, but it’s not always easy to get it right. By avoiding these common mistakes, recruiters can ensure that they are selecting the best candidates for the job, regardless of their background or qualifications. By using an ATS, reviewing the entire resume and not discriminating against certain candidates, recruiters can be sure that they are making the best decisions for their organization.