How can you improve your resume screening process with metrics and feedback?

If a position says that attention to detail is critical, I run spell check. If there are too many errors, they have screened themselves out.

The feedback and metrics will definitely help to improve the screening process as the metrics is based on the actual data collected during the interview process and the feedback helps in improving the process of hiring so before screening if we check and highlight few points as per the requirement we will see the change in sourcing the talent for the job.

Of course, it's important to have the top competencies/skills clearly defined. We need to know what we are looking for. Yes, and we need to know what we should not look for. This has been a learning experience for me - do not look for personality traits or soft skills when you screen a resume. You can not define soft skills or personality from a resume. Being bad at writing resumes does not equal being bad at the job. Making mistakes in a resume does not equal to making mistakes in the job. Define which hard skills you need in the job. Then ONLY screen for those. You can evaluate soft skills in the interview process with much higher accuracy.

To enhance your resume screening process with metrics and feedback, start by implementing a structured scoring system. Create clear criteria for evaluating resumes and collect data on the success of hired candidates. Solicit feedback from hiring managers and team members to refine the screening process further. Regularly analyze metrics, like time-to-hire and quality of hires, to make data-driven improvements, ensuring a more effective and efficient screening process

1. Build your own metrics! 2. Track only what you can use! 3. Keep them consistent You've learned by now that not everything you see online is true. So why would this be any different? Customise your metrics to your own reality, undestand WHY you track it / HOW you do it / WHAT is critical / WHERE you would use the metrics that you set, before getting lost in too many numbers that are interesting, but don't help you change anything relevant. Keep it simple. Keep it consistent across vacancies.

Make sure you set up metrics that you can actually measure and act upon. Sometimes we set up metrics because "we should" - it's no use if we are not able to use the metrics effectively.

To enhance the resume screening process, we can start by establishing clear job criteria and utilizing an Applicant Tracking System (ATS) for automation. We can create scorecards with rating scales, set minimum score thresholds, and regularly track metrics to assess the process's efficiency. Gathering feedback from hiring managers and team, adjusting criteria based on this input, and training the staff accordingly.

When recruiting on a job that gets a lot of applications, I like to set a brief meeting with the hiring team and review resumes together. First, this helps keep me and them accountable for making progress in the hiring process. Secondly, it helps me better learn what they are looking for and have an opportunity to challenge and educate them on best practices. Lastly, it helps us create and agree upon next steps including screening and interview processes.

The ATS is the comprehensive tool for the entire hiring process from sourcing to hiring candidates, especially screening resumes. Recruiters can use the applicant tracking system (ATS) to filter resumes based on keywords of job requirements. It helps them reduce time during the hiring process, but it's not as perfect 100%. For example, some potentials didn't show the main keyword of job needs or didn't know how to present a CV, which led to failure in screening CVs from the beginning. Therefore, the recruiters need to double-check if you don't want to miss out on good candidates for the company.

Remember that any machine learning and AI tools you use screen resumes should be quality-checked periodically by a human. Depending on your jurisdiction, you may also have to conduct bias self-audits.