INTRODUCTION
Many view Screening as the first step of the selection process, while others perceive screening of applications as an integral part of the recruiting process. Once the applications have been scrutinized and shortlisted, the selection process begins. The purpose of screening is to remove from the recruitment process at an early age, those applications who are visibly unqualified for the job. Effective screening can not only save a great deal of time but also keeps a check on the recruitment(hiring) cost. The main aim of resume screening is that it is both good practice and a legal necessity that applicants’ qualifications be judged based on their knowledge skills and abilities and interest required to do the job. Resumes are official documents where a candidate is expected to give details about his or her academic and career life and achievements. Further on being evaluated, whether the job specifications match with the candidates’ background or not, resume screening proceeds to the next stage of selection.

In general, there are two stages/types of resume screening. First, is the initial resume screening which is done by HR personnel by scrutinizing every candidates’ resumes and shortlisting the qualified ones best fit for the job. Further, the second stage of resume screening is when the filtered resumes are forwarded by the HR personnel to the hiring manager. Resume screening is the crossovers between the job position and the best suitable candidates fit for it

RESUME SCREENING FACTORS

Several vital factors weigh in whereas screening resumes. Although not all factors right away can outline the resume screening, most of them are vital.

1. Education Skills
2. Relevant expertise
3. Years of expertise
4. Current Company Other corporations worked for
5. Functional Domain worked in
6. Cities or countries worked in
7. Number of Jobs
8. Written Communication
9. Contact Details and Current Location
10. Web Presence

WHAT ARE THE REASONS FOR RESUME SCREENING

1) Time Is Important
As any prosperous leader can perceive, time may be a valuable artefact and the objective of every organization is to minimize the time required to do particular tasks without compromising the quality of work and performance. Screening candidates may be a good way to avoid both – wasting time and cash by guaranteeing that employers don’t need to sit through long interviews with candidates who are neither qualified nor are suited to the open position.

2) Cut ninetieth of Applicants
The screening method has also proven to be resource-efficient, as a result of the unimaginable variety of candidates that organizations discard when evaluated to be unsuitable for the job. Out of all the candidates who apply some may not have the required knowledge base necessary for the job position which makes the entire hiring process meaningless. Thus resume screening is done to go through the resumes of candidates and ensure that the employees who sit through the interviews fit the eligibility criteria apply for the position.

3) Lower worker Turnover
One of the key issues intimate with businesses is finding staff who should find themselves staying on board for any serious length of time. A high turnover in an exceedingly large company means they need to pay valuable time, resources, and cash running enlisting programs, coaching new staff, and guiding them through the induction part once they won’t be at their most effective. Screening provides employers the chance to look out for those recruits that appear to show qualities that may keep them at employment for a longer period.

4) Efficiency
A lot of success within the business world is placed down to creating tons out of the small businesses they got to work with. This ability to maximize potency may be a fantastic attribute, significantly within the world of achievement, and screening ought to assist the hiring method.

5) Hiring the right person for the right job
Hiring the correct personnel is a vital part of running a business and can go a long way in ensuring future success. The screening method can facilitate and contribute to the hiring method that helps employers notice an acceptable and property personnel.

WHAT IS RESUME SCREENING ELEMENTS
Although resumes aren’t the most effective indicator of a candidate’s skills, they include all the key components of hiring, and that they don’t appear to be departing any time soon. some of the information recruiters can get from a resume while screening candidates.

1. Length – an organization gets numerous applications per position, eventually recruiters cannot commit to a longer period for screening every minute detail. Ideally, the resume ought to be 1-2 pages long, with the foremost relevant info regarding the candidate.
2. Design – Even the proper resume length doesn’t cut it if the information is scattered around the resume in different sections and formats without any parity or sync and it’s tough to look at. It advised following a properly organized format in a resume for a more professional approach.
3. Language – Grammar and spelling mistakes in resumes reflect a lackadaisical attitude on the candidate’s part. And are usually a sign that a candidate is not very detail-oriented and professional. However, recruiters are not very hasty with the evaluation, particularly if the position has little or nothing to try and do with writing and language.
4. Previous Work Expertise – Ideally, the candidate ought to have relevant work expertise listed, together with months and years spent on every position which gives the candidate an advantageous edge in the competition as he/she is previously preliminarily trained for the position and would have a higher preference from the recruiter’s perspective.
5. Resume Match – One of the largest mistakes candidates build is sending out the same resume to any job applications. Each job has different necessities and requirements and therefore the resume would possibly want smaller or larger tweaks to create it relevant. And this takes time and lots of candidates don’t invest their time right – however, it could be a way to portray their dedication and desire to get the job which acts as an additional aspect to create a positive work image of the candidate.