How to Screen Resumes For Online Job Postings



Human resources professionals have to effectively resolve conflicts between co-workers and managers and their subordinates. They’re put in charge of new employee orientation training, and are tasked to help explain benefits and healthcare options to staff. HR professionals are responsible for submitting requests for terminations as well as promotions and hiring new workers. While each person in the human resources department of your company likely already has a personalized business address, your company should setup a business email specifically for posting and responding to job listings. This will help with the screening process and ultimately, get a qualified applicant shortlisted and hired on faster.


Including the Right Details in Your Job Advertisements

If you are an HR professional looking to fill a temporary, entry-level position, say so in your job listing. If you are looking to hire only individuals who have earned their MBA, make sure you mention that requisite prominently in the ad. Most job seekers only reply to job advertisements they feel they are qualified for. Posting a somewhat vague ad can get more attention, but it also leaves human resources professionals to weed through more responses than necessary. By posting a job opening that includes the most important details and applicant requirements, you can get through the hiring and onboarding process much quicker.

Going Through Resumes and Cover Letters

After posting a job advertisement, expect to get lots of responses. In fact, don’t bat an eyelash if you check your email and see that several hundred responses have come in overnight. You can count on a good deal of these responses to fall in the category of spam. Another portion will be from individuals who are simply not qualified. Lastly, you have to scrutinize each cover letter to see if directions were followed. So even if you have to filter through 500 emails, you might only get 50 applicants who are actually suitable to be interviewed. You can further narrow the pool by reading over each resume and looking to see who has applicable job experience.

Making an Offer to the Best Job Candidate

HR professionals know that things don’t always work out perfectly when bringing new people into a professional organization. Even if you believe that you have located the most suitable candidate, realize that a lot can happen between the time that an interview is conducted and sending an employment offer letter. This is why you need to have multiple candidates shortlisted. In addition, you need to move fast if you want a good job candidate to be employed by your company. Allowing weeks or several months to pass by almost guarantees that the job seeker you are interested will have found a different employment option.

The funny thing about reviewing and screening resumes is that you can get a feel for whether or not an applicant is a good fit well before you open their attached resumes. Look at the email address that they contact you from and see if it is professional or not. Read the cover letter and ascertain whether correct grammar and spelling was used throughout. When you glance over each resume, you’ll either be sold and want to schedule an interview or move on to the next candidate rather quickly.