How do recruiters screen resumes effectively?

Are you a recruiter and often have to work on recruiting new employees? When you post a job ad, you always hope to find the perfect candidate who exactly fits your requirements. However, the reality is not so easy, to find such candidates requires employers to know very well the recruitment and screening criteria. And whether you get a response of 20 or 20,000 CVs, you need to know how to effectively evaluate those resumes.

Today, Vietnam Manpower would like to introduce to you two ways to help you quickly and effectively screen candidate profiles:

1. Clearly define your criteria

The resumes you receive are all unique. Even if you asked candidates to fill out a job application form rather than provide a CV, they could still interpret the questions in different ways. Therefore, it is very important to highlight keywords that you should pay attention to, so that you will quickly evaluate all candidates on a fair basis.

If you've created an effective job description, you should have basic criteria against which you'll score candidates. The number of criteria you use will vary with the complexity of the position being described, you should aim to establish about 10 clear criteria.

The criteria are usually divided into 3 parts:

Technical: Does the candidate have the necessary professional training or relevant certifications to be successful in the role?

Experience: Have they worked in a similar field before, or have they demonstrated a history of success managing a similar budget?

People: Can they provide examples when they use their communication skills or creativity in a business context?

Once you've got an idea of what you're looking for, go through the CVs and stop at a few that are close to your criteria. The more resumes you receive, the harder you have to become to screen candidates more closely.

How do recruiters screen resumes effectively?

2.Develop a screening assessment form

To make it easier for you to evaluate each resume, it's a good idea to create yourself a table where you can highlight which candidates match the criteria. Whether using paper, pen or electronic devices, you should put the candidate names horizontally at the top, the criteria at the bottom and then go through each CV and each criterion one by one. maximum score of 5 points (you can list the characteristics according to the degree of achievement of the criteria from 1 to 5). Once you've read through all the CVs and scored them all, add up each column and you can quickly see which candidate best meets your requirements.

You can make the candidate screener as detailed or complex as you want. If you are sure that the basic criteria you are looking for are more important than others, you can give these factors a score of 10 or higher than the rest, it will show when you add the final total score.

If time and resources allow, you should make this process more complete by having someone else in the human resources department (who has experience in recruiting) and the manager of the department in which the employee is being recruited. You can also look for someone in the company who has worked in a similar position before to give you additional advice.