5 Tips For Screening Resumes From Technology Candidates

Even as the economy slowly begins to bounce serve, unemployment remains high and employers continue to receive more applicants per opening than usual. This makes resume screening one of the most significant tasks of Recruiters and Human Resources professionals. In order to do your job more efficiently, you have to conceal technology resumes in a draw which is efficient, yet effective. After all, your main unbiased is to hold the best candidate for every site.

Best Practice Resume Screening

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

Some active job applicants may apply for anything – even if they’re not remotely respectable – so it’s key that you outline more than honest years of experience, educational and certification requirements, and technology buzzwords in your postings. Be specific about the kind of track represent 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.”

2. observe beyond keywords

knowing 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 demonstrate where and when the technology was feeble on the job. Keywords that explain up in the bullets under job overviews are typically better than keywords that indicate up at the top or bottom of tech resumes in the skills summary allotment.

3. find befriend from your ATS

If your applicant tracking system (ATS) has functionality that allows you to leverage applicant questionnaires, fabricate simple, 10-question-or-less questionnaires to relieve you stack ghastly 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: acquire all that apply…”

4. come by skills testing help

If you accumulate yourself with too many “looks satisfactory on paper” applicants, and can afford it, you may also want to believe leveraging an online, pre-employment skills test. Invite your short-list of applicants to complete the test and spend 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 enjoy apt counsel before setting up any kind of pre-employment test.)

5. Calibrate resumes before you phone hide

Ensure the recruiter and hiring manager are on the same page before screening starts. How? Recruiters should review a sample of five valid resumes – steady time – with the hiring manager, who should “believe 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 unprejudiced as well as the requirements on the job posting? Is the manager all over the set – unsure about what he wants? Locking down the resume profile will do time and focus your tech resume screening efforts.