Even as the economy slowly begins to bounce back, unemployment remains high and employers continue to receive more applicants per opening than usual. This makes resume screening one of the most important tasks of Recruiters and Human Resources professionals. In order to do your job more efficiently, you have to screen technology resumes in a way which is efficient, yet effective. After all, your main objective is to pick the best candidate for every position. techpiled

Best Practice Resume Screening

1. Ensure your posting is attracting the right kind of applicant

Some active job applicants may apply for anything – even if they’re not remotely qualified – so it’s key that you outline more than just years of experience, educational and certification requirements, and technology buzzwords in your postings. Be specific about the kind of track record and accomplishments your ideal applicant must have. “Must have led Ruby on Rails software team that leveraged agile methodologies to ship a successful multi-language consumer web product…” is more targeted than “5+ years experience as lead developer.” realisticmag

2. Look beyond keywords

Smart candidates have figured out that if they load up their resumes with more buzzwords (i.e. technologies), they’re more likely to rise to the top of search results. We want candidates with hands-on experience using the technologies listed on our job posting. So, focus on resumes that show where and when the technology was used on the job. Keywords that show up in the bullets under job overviews are typically better than keywords that show up at the top or bottom of tech resumes in the skills summary section. mommasays

3. Get help from your ATS

If your applicant tracking system (ATS) has functionality that allows you to leverage applicant questionnaires, create simple, 10-question-or-less questionnaires to help you stack rank your applicants. Leverage questions that pull out more details about the key technologies, skills, and accomplishments you need. “How many years of commercial experience do you have writing code in C#?” “What specific QA tools have you used: Select all that apply…”

4. Get skills testing help

If you find yourself with too many “looks good on paper” applicants, and can afford it, you may also want to consider leveraging an online, pre-employment skills test. Invite your short-list of applicants to complete the test and use the results to prioritize who you phone interview. For tech quizzes, check out companies like BrainBench ( www.brainbench.com ) and TechCheck ( www.techcheck.com ). (Note: Talk to your own legal counsel before setting up any kind of pre-employment test.) For more Info please visit these sites:- https://ivu.ro/

5. Calibrate resumes before you phone screen

Ensure the recruiter and hiring manager are on the same page before screening starts. How? Recruiters should review a sample of five real resumes – real time – with the hiring manager, who should “think out loud” as they review the resumes. Are the “must-haves” really must-haves, or is there flexibility? Why is this resume going in the “yes” pile, while this similar one goes in the “no” pile? Are there some alternative technologies or industry experiences that the manager likes just as well as the requirements on the job posting? Is the manager all over the place – unsure about what he wants? Locking down the resume profile will save time and focus your tech resume screening efforts.