Example response for question delving into Resume Screening with the key points that need to be covered in an effective response. Customize this to your own experience with concrete examples and evidence

•  Initial Review: I start by conducting an initial review of the resumes to quickly assess the overall qualifications and suitability of candidates
•  Key Skills & Experience: I focus on the key skills and experience mentioned in the job description and compare them with the candidates' resumes
•  Education & Certifications: I check if the candidates meet the educational requirements and possess any relevant certifications mentioned in the job description
•  Work History: I carefully analyze the candidates' work history, looking for relevant experience, career progression, and any employment gaps
•  Achievements & Accomplishments: I pay attention to the candidates' achievements and accomplishments, such as awards, recognition, or successful projects
•  Keywords & Buzzwords: I scan the resumes for keywords and buzzwords related to the job requirements, industry, and specific skills
•  Formatting & Presentation: I evaluate the resumes for proper formatting, organization, and overall presentation, ensuring they are easy to read and visually appealing
•  Grammar & Spelling: I check for any grammar or spelling errors, as attention to detail is crucial in HR roles
•  Relevant Additional Information: I look for any additional information provided by candidates, such as cover letters or portfolios, that may provide further insights into their qualifications
•  Applicant Tracking System: If available, I utilize an applicant tracking system to streamline the screening process and filter resumes based on specific criteria
•  Shortlisting: Based on the above criteria, I shortlist the most qualified candidates for further assessment and interviews

  What the Interviewer is trying to find out about you and your experiences through this question

•  Efficiency: To assess if I have effective methods to quickly screen resumes and identify qualified candidates
•  Attention to detail: To evaluate if I have a systematic approach to review resumes and identify relevant information
•  Relevance: To determine if I prioritize relevant skills and experience when screening resumes
•  Bias mitigation: To gauge if I have strategies in place to minimize unconscious bias during resume screening
•  Technology utilization: To understand if I leverage technology tools or software to streamline the resume screening process

  How to avoid some common minefields when answering this question in order to not raise any red flags

•  Bias: Avoid mentioning any form of bias or discrimination in the screening process
•  Lack of Objectivity: Avoid stating that you rely solely on gut feelings or personal preferences when screening resumes
•  Inconsistency: Avoid mentioning inconsistent or arbitrary criteria for screening resumes
•  Lack of Attention to Detail: Avoid stating that you quickly skim through resumes without thoroughly reviewing them
•  Ignoring Qualifications: Avoid indicating that you overlook relevant qualifications or focus solely on specific keywords

 Related

  Other questions asked for the Recruiter in Human Resources function. View details for the Recruiter here

• Tell me about your experience in recruiting.
• How do you assess candidate qualifications and fit for a role?
• How do you source candidates for open positions?
• What questions do you typically ask during interviews?
• What steps do you take to ensure a positive candidate experience?
• How do you stay updated on current recruiting trends and best practices?
• What metrics do you use to measure recruiting success?
• How do you manage multiple open positions and prioritize your workload?
• How do you ensure compliance with hiring laws and regulations?
• Tell me about a successful recruitment campaign you led.
• What strategies do you use to promote diversity and inclusion in the hiring process?
• How do you build and maintain relationships with external recruitment agencies?
• How do you handle confidential candidate information?
• What strategies do you use to attract top talent?
• How do you conduct interviews?
• What applicant tracking systems have you used?
• How do you evaluate a candidate's cultural fit within an organization?
• Tell me about a time when you had to deal with a difficult hiring manager. How did you handle it?
• How do you handle candidate rejections?