Automated resume screening systems are currently in use at almost every large company in the world. With the economy on an upturn, employers are on track to start recruiting in larger numbers. And in order to keep up with the demand, automated resume screening systems are becoming almost a necessity in today’s workplace. The only problem with this type of screening is that some good candidates get left behind, and a lot of job-seekers think it’s unfair that companies are turning them down without even looking at their applications.
The humble beginnings of automated resume screening software were simply to help recruiters keep track of candidates through the entire hiring process. However, it has developed into more of a full-time receptionist that tracks keywords, years of experience, interests, and other types of candidate traits to help weed out 98% of applicants before they even hit the recruiter’s desk.
The pros and cons of automated resume screeners could be argued for days, but in the interest of brevity we’ve come up with the top three pros and cons of using this type of screening process. Although in many cases it’s a necessity, it sometimes means that candidates don’t get a fair shot if they’re not writing their resume specifically to be optimized for this kind of software.
TOP 3 PROS:
- Time is money, and automated resume screen systems give you just that: time. Anyone who talks about the pros and cons of automated resume screen systems will tell you that this the major benefit of using this type of software. Companies like Wal-Mart and Starbucks receive millions of applications a year, and there is simply not enough time for their HR teams to go through all of those resumes.
- Another major benefit of using this type of software is that it allows you to find the best candidates in your applicant pool a lot quicker. Just think: if you had even a hundred resumes for one job req, it would take you a good day to sort through all of those resumes to narrow it down to 10-15. When recruiters are balancing many reqs at a time, their job would be impossible without this type of software. Finding that applicant more quickly means you can contact him or her before your competitor does.
- Algorithims can be smarter than humans. There, I said it. Sometimes machines can process applications better then a recruiter who’s reading over a hundred resumes a day. When you rely on algorithms to help process applications, you’re not only saving time (yes, I said it again), but you’re making fewer mistakes.
TOP 3 CONS:
- One of the biggest issues with using automated resume screeners is the perceived black hole that all resumes are thrown into when a candidate applies for a job. The black hole is a real thing, and if you want to build an employer brand that candidates feel comfortable applying to, you’ll need to mitigate it.
- Automated resume screening software is just that—automated. It doesn’t have the ability to perceive that a candidate may be a diamond in the rough, someone you might be able to develop into a stellar candidate. They look only at the elements that are easily measurable like book smarts, and not at the qualities needed for someone who will fit perfectly into your company. These systems can do a lot of work for the recruiter, but there is also a level of error that occurs, so you may miss out on an exceptional candidate because the computer doesn’t like him or her.
- When using automated resume screening, there is a good chance that some people will basically cheat the system. Some recruiters and consultants understand the mechanics behind how these software programs work and how to tailor a resume for them. With this type of knowledge, not only are these consultants making a lot of money, but they’re giving candidates who hire them an advantage in being selected for their next job. So whatever the system tells you, you need to verify it at the interview stage.
Automated resume screening systems are used for a reason. The major benefit of using them is the time and energy saved when considering the millions of resumes some companies receive. Yes, there are some negatives, but they are usually considered worth the risk. But since each company is unique, you’ll need to decide what’s best for your company in the long run.
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