Evaluate Applications

Overview

Connect with your HR partners to see how they’ll work with you during this stage of the process. Depending on the hiring path you choose, they may evaluate applications first and pass the best qualified candidates your way. Or, they may pass all minimally qualified candidates to SMEs you’ve identified for review.

What is Resume Screening?

Resume screening is the process of evaluating job applicants' resumes to determine if their skills, experience, and qualifications match the job requirements. Getting ready to review resumes involves setting clear evaluation criteria and establishing communications that will be sent to candidates.

Tips for Screening Resumes

Develop evaluation rubrics

Define clear role criteria (competencies and proficiencies) and use evaluation rubrics or scorecards tailored to the role you are screening. This ensures that each resume screener evaluates candidates against the same set of predetermined criteria. Check out the sample toward the bottom of this guide, as a way to conceptualize an assessment grid. You'll also see a fillable template in the Sketchpad.

Screen for required skills and experience

Screen for essential qualifications, against the required skills and experience specified in the job announcement. These are the “must have” criteria.

Screen for additional desired skills and experience

Screen for skills and experience that are preferred, but not essential. These are the “nice to have” criteria. For example, if you’re hiring a software engineer, the organization may name experience with specific programming languages that are preferred, but are not essential for the role. Nice-to-have skills and experiences can be used to differentiate between candidates who meet the must-have requirements, but should not be used to disqualify candidates who otherwise meet the core requirements.

Categorize

Group resumes into ranking categories. If your HR partners are conducting the up front review and issuing a certificate, these rankings typically fall under one of three categories: best qualified, well or highly qualified, and qualified.

If Subject Matter Experts (SMEs) are conducting the up front reviews, consider something similar with the addition of a “not qualified” category. Again, check with your HR partners to determine what’s possible within the rules and regulations that govern this process.

Key Information for Resume Screening

Use the questions in the chart below to start gathering the key information that will be used in reviewing resumes.

SCREENING CONSIDERATIONS	DECISIONS TO MAKE
Criteria	What specific competencies and proficiency level rubrics will you use to review resumes?
Reviewers	Who will be responsible for conducting the resume reviews?
Timeline	When will the resume review process be scheduled and how much time is allotted to complete this step?
Scoring Systems	What scoring and feedback system will be implemented to rate applications?
Training	What training should be completed by the evaluator(s) to ensure unbiased, equitable and informed review practices?
Communication	What communications will be sent to candidates who are rejected and candidates who will proceed to the interview round? Reference the candidate communications page for examples.

When You Come Across Common "Red Flags"

Work to avoid snap judgements and instead evaluate the candidate’s experience on the whole relative to the opening to be filled.

The following are considerations that may not immediately disqualify a candidate and should be explored more if the candidate is selected to progress to the interview phase:

Attention to detail

A well-crafted resume with zero typos indicates a candidate's commitment to quality, but it is not necessarily indicative of their ability to fulfill the duties of the role. Egregious grammar and formatting mistakes are cause for concern, but don’t let minimal mistakes deter you from talking to a candidate that otherwise ranks as highly qualified.

Job-hopping

Job-hopping could potentially be viewed as a flag. It could also signify a candidate's drive for skills development, or finding a culture that fits their value set, or even be a consequence of layoffs. Job-hoppers may be more flexible and open to change, which can be an asset in fast-paced, dynamic work environments.

Employment gaps

Employment gaps may be a result of other pursuits like continuing education, taking a career break, or taking on caregiving responsibilities. Overcoming employment gaps and re-entering the workforce can demonstrate a candidate's honesty, resilience, perseverance, and ability to overcome challenges.