An Off-Campus Center of the ICFAI Foundation for Higher

Education
(Deemed-to-be University under Section 3 of the UGC Act, 1956)
A REPORT ON
“Optimizing Resume Screening for Recruitment Success”
Submitted by
Ankita M Sharma
(22BSOCBL0561)
Hridtech Pvt Ltd.

A Report Submitted in Partial fulfilment of the requirements

of MBA Program of IBS BANGALORE
Distribution List:
Faculty Guide Company Guide
Prof. Aruna Bala Ms. Anuradha Joshi
Faculty Member - Company guide
IBS Bangalore Hridtech Pvt Ltd
Date of Submission:

1
 AUTHORIZATION

This is to certify that this report, titled “Optimizing Resume

Screening for Recruitment Success” is submitted by Ms. Ankita M
Sharma as a partial fulfillment of the requirement of MBA Program of
ICFAI Business School, Bangalore. It is an original work done by Ms.
Ankita M Sharma carried out at Bajaj Allianz and making of the same
is authorized by Ms. Anuradha Joshi, Hridtech Pvt Ltd.

This report is formally submitted to company guide Ms. Anuradha

Joshi, Hridtech Pvt Ltd.
and Prof Aruna Bala, Faculty Guide, ICFAI Business School,
Bangalore.

“The Report is submitted as partial fulfillment of the requirement of

MBA Program of ICFAI Business School, Bangalore”

Prof. Aruna Bala Ms. Anuradha Joshi

(Faculty Guide) (Company Guide)
ICFAI Business School, Bangalore Hridtech Pvt Ltd

2
 ACKNOWLEDGEMENT

First and foremost, I take this privilege to express my gratitude to

The Hridtech Pvt Ltd, Bangalore for allowing me to undergo an
internship in their company and for the cooperation that enables
me to complete the project report successfully.

I would like to extend my gratitude to the C.E.O of The Hridtech

Pvt Ltd Mr. Sanket Anil Joshi for allowing me to undertake this
project and being my guide until the successful completion of this
project.

I convey my sincere thanks to Dr. Aruna Bala, Assistant Professor

of the Department of Economics, Commerce and Management,
ICFAI Business School, Bangalore for her support, guidance,
advice, and encouragement in completing this project.

Finally, I am thankful to the ICFAI Business School, Bangalore

for providing me with such a great opportunity to explore the
corporate environment practically where I can execute my work
into practice to enhance my knowledge in its field, be it in the
present or the future.

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 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGE NO

Chapter 1.1 About the company 6
Chapter 1.2 Organizational structure of the company 8

Chapter 1.3 Competitors Analysis 11

Chapter 2 SWOT Analysis 14
Chapter 2.1 Market Share 15
Chapter 3 Porters five face model 17
Chapter 4 About the Industry 20
Chapter 4.1 Talent Acquisition as an Industry in India 20
Chapter 4.2 Government Initiative 21
Chapter 5 Market Growth and Market Share of the Industry 23
Chapter 6 Roles and Responsibilities Included 24
Chapter 6.1 Work accomplished so far 24
Chapter 7 Introduction of the Topic 26
Chapter 7.1 Screening resumes while talent hunting using cold calling 28
method
Chapter 7.2 Screening potential candidates for a job while using cold 29
calling method
Chapter 8 Literature Review 31
Chapter 9 Economy industry and company analysis 34
Chapter 10 Statement Problem 40
Chapter 11 Research Questions 41
Chapter 12 Objectives 43
Chapter 13 Research Methodology 44
Chapter 14 Data analysis 45
Chapter 15 Findings 49
Chapter 16 Recommendation 53
Chapter 17 Conclusion 55
Chapter 18 References 56

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 Executive Summary
Name – Ankita M Sharma
Enrollment no. – 22BSOCBL0561
Email ID – ankitamsharma04@gmail.com
Name of Organization – Hridtech Pvt Ltd
City – Bangalore

The study name “Optimizing Resume Screening for Recruitment

Success” is about understanding and developing best practices to
screen resumes for better hiring process. Screening resumes at a talent
acquisition company helps to ensure more selects. In this report, the
best methods for screening resumes during the hiring process are
analysed. To be competitive in the fiercely competitive labour market
of today, businesses must draw in and keep top talent. Companies can
increase their chances of attracting top talent by using effective and
efficient screening procedures to help them find the most eligible
candidates for open positions.

According to the analysis, the best practises for screening resumes

during the hiring process are created after giving serious thought to
corporate, industrial, and economic factors. While the economic
analysis underlines the need to acquire top talent to increase economic
success, the industry analysis emphasises the necessity of
understanding specific recruitment demands and practises. The
business analysis highlights how important it is to identify certain
hiring standards and values in order to develop effective screening
processes.

To make it easier to find excellent talent, hire them, and boost economic
performance, the report advises businesses to build the best resume
screening procedures. Companies may create a screening process that
efficiently identifies the most qualified candidates while minimising
the risk of bias and fostering diversity and inclusion by understanding
the economic, industry, and corporate factors that drive recruiting
needs and beliefs.
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 ABSTRACT

A talent acquisition internship initiative's major goal is to provide

individuals with a realistic opportunity to obtain experience and
exposure in the talent acquisition industry. The goal of the programme
is to provide learners with the information and skills needed to identify,
attract, and retain great talent for an organization. Participants will gain
an understanding of all steps of the recruitment process, including
candidate sourcing, resume screening, interviewing, and applicant
evaluation, during this internship. Finally, the programme aims to train
interns to be successful recruiters who can contribute to the
organization's success.
The report highlights the best practices for screening resumes during
the recruitment process at Hridtech PVT LTD, a privately held firm in
India that specializes in delivering IT staffing solutions to clients. The
primary goal of the organization is to provide great services to clients
while keeping the highest levels of professionalism and ethics.
To ensure that individuals are well-suited for employment offered by
its partner companies, the company undertakes preliminary screening
and assessment of their qualifications, experience, and work
preferences. Furthermore, Hridtech Pvt Ltd provides candidates with
assistance and support during the recruitment process. Hridtech Pvt Ltd
uses cold calling as a marketing technique to reach out to potential
candidates for job openings matching their skillset.

The report also cites the expansion of the HR consulting sector in India
as a result of the growing demand for trained employees across many
industries. Traditional methods have given way to a more modern and
strategic strategy that incorporates artificial intelligence and data
analytics. Staffing, talent management, HR outsourcing, and training
and development are just a few of the services provided by the HR
consulting industry.

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 Chapter 1: ABOUT THE COMPANY:

Hridtech Private Limited was founded by Sanket Anil Joshi in July

2021 located at 19/1 Chetana Tower Infantry Road, Shivaji Nagar,
Bangalore, Karnataka, 560036. It is classified as a private limited
company designed uniquely for the HR service, the company caters
to both IT and non-IT sectors, and it is categorized as a non-
governmental organization that deals with consulting activities.

Hridtech Pvt Ltd is a recruitment firm that recruits candidates by

unsolicited calling. To present possible job openings to interested
applicants, the company has partnered with Quess, a vendor who has
direct connections with reputable organisations like as KPMG, HCL
Technologies, and Infosys, among others.

As a young and lively organisation, Hridtech Private Limited seeks to

use technology and creativity to provide tailored recruitment solutions
that meet the demands of clients. The primary goal of the organisation
is to provide great services to clients while maintaining the highest
levels of professionalism and ethical standards.

Cold calling is a marketing method in which the company contacts

potential candidates via phone without prior contact or appointment.
Hridtech Pvt. Ltd. uses this strategy to contact potential job candidates
and give them opportunities that fit their skill set.
The organization ensures that the candidates are appropriate for the
roles being given by the partner companies by undertaking an initial
screening and review of the individuals' credentials, experience, and
job preferences. Additionally, Hridtech Pvt. Ltd. provides applicants
with guidance and support throughout the employment process.
Hridtech aims to alleviate the supply-demand imbalance in the labor
market by matching the best candidate with the best job. The key to
their success is their ability to tailor their service to the needs of the
customer. Their personnel have expertise in a number of corporate
disciplines.

7
The business Hridtech Pvt. Ltd. uses unofficial job sites to find
candidates for its clients. One of the strategies the company does for
talent acquisition is the initial phone call a recruiter has with candidates
to find out if the application is searching for a career change or any
other necessity.
Hridtech helps employers hire full-time employees by locating
applicants who meet the essential technical requirements, soft skills,
relevant experience, location, salary, and other requirements that fit the
job description provided by the organization. They offer technical
assessments, interviews, terms and conditions for the employer and the
employee, as well as counselling up until the candidate accepts the
position.
In terms of contract staffing, Hridtech offers businesses a variety of
adaptable people to lower total labor costs. According to their staff, the
given applicants will be just as productive as full-time employees.
Hridtech has a knowledgeable payroll administration team, and we
manage their entire payroll process. We offer organized payroll
services that are perfect for SMEs and start-up organizations, regardless
of the size of the company.
Mission
“We aim at achieving the right person for the right need and help
companies zero down on catalysts for taking their business forward”.

Vision
“We believe in working together with our client’s vision and focus
on engaging in ways that are authentic and meaningful”.

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1.2: Overall Organizational Structure of Hridtech Pvt.
Ltd.:

CEO/ Founder(
Sanket Anil
Joshi)

Admin Business

Anuradha (HR) Ayesha

Ashwin
Veena
(Accountant)

Anuhya
(Company Roshni
Secretary)

Upasana (Admin
Executive)

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CEO Profile
Sanket Joshi

Mr. Joshi received his master's in business administration from Oxford

University in the United Kingdom. His journey was not straightforward
because he needed money to finish his studies, so he obtained a
scholarship and worked concurrently.
He joined the ICICI Bank team that launched the bank abroad after
receiving his MBA and was afterwards hired by a media firm. Prior to
switching to the banking industry, where he worked as an investment
banker and later as a Senior Director at Standard Chartered Bank, he
started his career as a marketing graduate.
Family-oriented Mr. Joshi feels driven to go back to India to take care
of his family. He has a plan to launch his own business, Hridtech, when
he relocates to India.

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 Business Model:

The business concept of Hridtech Pvt Ltd appears to be that of a

recruitment firm that generates income by matching job seekers with
organisations that have open vacancies.
The company's main source of income is probably from commissions
or fees paid by employing companies in exchange for successful
placements. Hridtech Pvt Ltd offers value to both job searchers and
employers in exchange for its services.
The organisation gives job seekers access to openings they might not
otherwise have known about, as well as direction and support during
the hiring process. Hridtech Pvt Ltd offers a pool of competent
applicants to hiring companies and aids in the screening and
recruitment process, ultimately saving time and resources by assisting
in the selection of the best candidate.
Providing a useful service to both job searchers and hiring firms is the
foundation of Hridtech Pvt Ltd.’s business model, which generates
income through commissions or fees charged for successful
placements.

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 1.3: COMPETITORS ANALYSIS

1. ABC Consultants: They are one of the top recruitment brands in

India, and over the past 50 years, they have aided in the
development of 1,65,000 individuals' careers. Their wide
network, which includes 8 major Indian cities, has over 465
consultants. They like the 24 industry practises that ABC
Consultants' tailored recruitment solutions cover. They have
established durable relationships with their present clientele as a
result of their high-quality work.

2. Adecco India: When it comes to hiring, it displays your company

in a respectable light as one of the most reputable HR firms.
Adecco provides complete HR solutions that enhance every facet
of corporate operations and aid in business growth. They form
agreements with businesses that place a high priority on
providing applicants with good conditions.

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3. IKYA Human Capital: IKYA is a well-known provider of
comprehensive HR solutions, with over 500 clients from a variety
of industries. Magna InfoTech, an IT employment firm with
headquarters in Hyderabad, was purchased by IKYA in 2011 for
a 100 Cr enterprise value.

4. Randstad India: Randstad, the largest recruitment firm in the

world, is a client preference. Randstad India offers the broadest
spectrum of HR services, including executive search, staffing,
permanent employment, and recruitment process outsourcing
(RPO). The company has an extensive network of offices
dispersed around the country to be available to clients and talent.
It also has a deep grasp of the labour market to help clients create
the high-quality, diverse, and adaptive workforces they need to
thrive.

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5. KellyOCG India: Kelly OCG, the leading expert in human supply
chain strategies and workforce solutions, is a strong supporter of
breaking the law. Your personnel strategy should no longer be
conceived in the same manner as before. We consistently
anticipate new developments in the quickly evolving workplace,
combining talent management with business goals and providing
the greatest talent, personalised care, and insights to support the
success of organisations and careers. We take great satisfaction in
having the ability to provide talent solutions that advance the best
organisations in the world.

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 Chapter 2: SWOT ANALYSIS

Strengths

• Hridtech might succeed in its goal by providing top-notch

products and services and demonstrating his ability to rank
among the best employment agencies in the nation.
• Working from home presents no problems for recruiters because
candidates can get in touch with them whenever they want. Due
to the impact of COVID-19 and the numerous layoffs that are
occurring, people in the current environment need new jobs; this
is favourable for the company as part of business, which
contributed in the expansion of the 15applicant15on.
• At Hridtech cold calling is one of the resources and skills we can
use to build a sustainable competitive advantage in the
marketplace.

Weakness

• Finding candidates is quite difficult for recruiters at Hridtech

because there are so few portals.
• Hridtech only utilises Naukri and Found It since Naukri is too
expensive for us to use frequently and Found It only works for
folks who have already received a call.

• People are reluctant to divulge information over the phone for

fear that we would demand payment because they don’t have
much faith in the new consultant because it is new.

15
 Opportunity

• Due to the fact that so many job searchers use LinkedIn, it was
discovered when Naukri was introduced that LinkedIn could also
be utilised.

• AI is taking over in order for Hridtech to use AI in the position.

• Additionally, given that few individuals are aware of Hridtech, if

they can invest in the business’ marketing.

Threats

• Another external factor to take into account in your HR SWOT

analysis is threat. Anything that could hurt your company is a
threat. Threats cannot be ignored, just like opportunities, but you
can choose how you react to them. You may prepare for a larger
range of situations by spotting threats early.

• The market has a lot of competition in the distribution sector.

The majority of consumers will eventually be copied, therefore
reducing the number of 16applicants won't guarantee the business
that these are the only customers. Numerous consulting firms get
in touch with applicants throughout the day, select prospects from
the same sources, and register these people on the same portal.

Why Candidates won’t continue with their profiles if recruiters are

unhappy with the job description, which will ultimately have an effect
on the company’s productivity.

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 2.1: Market Share:

A company’s market share is a comparative indicator that shows its

sales or revenue as a share of the total sales or revenue produced by all
other businesses in its industry. It might take some time for Hridtech
Private Limited to establish its market share in India’s fiercely
competitive HR consulting market because the business was only
founded in 2021. Competition, market conditions, and customer
demand are just a few of the variables that can have an impact on a
company’s market share.

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 Chapter 3: PORTERS 5 FACE MODEL

Competitive rivalry

This force looks at the degree of marketplace competition. It considers

the quantity of present rivals as well as their capabilities. Competition
is fierce when there are just a few companies selling a good or service,
the market is expanding, and customers can easily switch to a rival's
product or service at a low cost. Advertising and price wars break out
when competition is high, which can be detrimental to a company's
bottom line.
One of the recruitment companies is Hridtech Pvt. Ltd., which assists
in supplying applicants in accordance with client needs. The recruiting
industry faces intense competition because it not only brings in
candidates but also connects them with the consulting and phone
industries.

During the cold calling process, a recruiter could discover that a

prospect is uninteresting and that their profile has been forwarded by
another company or consulting business, making it a duplicate profile.
Therefore, cold contact by a recruiter is useless because it doesn't
effectively express the candidate's profile.

The bargaining power of suppliers

An evaluation of the ease with which providers can raise prices This is
affected by variables such as the quantity of providers for each crucial
input, the distinctiveness of the supplier's good or service, the supplier's
relative size and power, and the expense of switching suppliers.

During the cold-calling phase, Hridtech recruiters represent their

products as salespeople. Offering a job to a prospect seeking a change
in careers through cold calling is one of the methods used to sell a
product to a consumer. A job description and information on the highest

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compensation package the client is willing to offer candidates will be
sent to the recruiter if a candidate is acquired through cold calling. A
recruiter must be able to sell their product by gathering a qualified
applicant profile that is prepared to proceed using the following
recruitment approach for certain clients in order to conduct a successful
cold call.

Some prospects, however, have higher expectations than what the

customer is willing to provide. In this situation, the recruiter can
always engage in negotiation with the candidates or advise them to
speak with the clients directly.

The bargaining power of customers

This task force examines consumer power and its impact on price and
quality. If there are fewer consumers, they have more weight, but there
are many sellers and switching is easy. If customers buy in small
quantities and the seller's product is significantly different from a
competitor's product, purchasing power is low. The purchasing power
of the buyer remains quite low, as many recruiters regularly make cold
calls in search of job candidates. Many recruiters in many industries
cold call and land a large number of career seekers in one day.

Although it is tough to choose applicants since the job needs, they offer
come from the same clients, recruiters can find and like people easily
because so many people are looking for new jobs. As a result, the
products they offer are relatively limited.
The threat of substitute products or services
This capability investigates how simple it is for consumers to transition
from one business's good or service to another. To ascertain whether
they can further reduce expenses, it looks at the number of competitors,
how much they cost, and how well they perform in comparison to the
company under review. Both the short- and long-term switching costs,
as well as the willingness of customers to switch, have an impact on
how risky alternatives are.

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Hridtech Pvt. Ltd. is worried about cold calling since, when a recruiter
discovers a candidate through a cold call, the majority of the candidates
are from a different industry or a substitute firm. Even if the cold calling
method is successful, the product is ineffective due to the client's
regulations and guidelines since the candidate's profile is irrelevant or,
occasionally, duplicated because another alternative company has
previously accepted the candidate.

The threat of new entrants

This force examines how simple or challenging it is for new rivals to
enter the market. The likelihood that an existing company will lose
market share increases as new competitors become more accessible.
Barriers to market entry include absolute cost advantages, the
availability of production inputs, economies of scale, and high brand
recognition.
According to Hridtech Pvt. Ltd., the issue with cold calling is that it
becomes difficult for recruiters to do it when new competitors enter
the market because they use the same job portals.
One of the methods that Hridtech employs to attract candidates is cold
calling, and adding new participants is risky for the recruiter because
this company also calls a lot of job seekers, and there is a very high
likelihood that this company will call the candidate, increasing the
likelihood of candidate duplication.

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 Chapter 4: About the industry:
Due to the rising demand for competent workers across several
industries, India's HR consultancy industry has experienced impressive
growth in recent years. With the use of artificial intelligence and data
analytics, the recruiting industry has moved away from old approaches
and towards a more sophisticated and strategic approach. The growth
of huge international firms and the advent of startups in India have
fueled this boom. A wide range of services, including staffing, talent
management, HR outsourcing, and training and development, are
provided by the HR consulting industry. In the upcoming years, it is
anticipated that the HR consulting industry will continue to grow as
businesses prioritise hiring a competent and diverse workforce.

4.1: Talent Acquisition as an Industry in India

In India, the term "talent acquisition" refers to the process of finding
and hiring qualified people for various organisational job
responsibilities. A wide number of tasks fall within the purview of
this sector, including posting jobs, finding candidates, holding
interviews, and managing the hiring process.

India's talent acquisition market has expanded significantly in recent

years as a result of the rising demand for qualified people across
numerous industries. India offers a sizable pool of possible candidates
for many employment sectors due to its population of more than 1.3
billion people. According to a survey by KPMG, the industry is
estimated to be valued at USD 1.8 billion and is anticipated to
develop at a CAGR of 21% by 2023.

The market is crowded with competitors in the form of staffing firms,

suppliers of recruitment process outsourcing (RPO), and job portals.
However, the market is fragmented, with no one company controlling
a sizable portion of it.

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In India's talent acquisition industry, technology is essential.
Recruiters can now find and attract the right personnel more quickly
thanks to automation, machine learning, and artificial intelligence.
Additionally, the use of application monitoring systems, video
interviews, and online tests is becoming more commonplace.

The growing significance of employer branding is one of the key

trends in India's talent acquisition market. In order to entice the best
personnel, businesses are investing more in cultivating a favourable
brand and culture. Additionally, the gig economy is expanding as
more professionals choose contract and freelance work.

The industry is confronted with a number of difficulties, such as a

skills shortage in cutting-edge fields like data science, machine
learning, and artificial intelligence. Additionally, the method is
inefficient due to a lack of standardisation in the hiring procedure and
the absence of a centralised database for candidates.

Overall, the adoption of technology, rising levels of competition, and

shifting workforce dynamics are paving the way for the growth of the
talent acquisition industry in India.

4.2: Government Initiative

The government of India has taken several initiatives towards the talent
acquisition sector in India. Here are some of them:

1. Skill India Mission: By 2022, the Skill India Mission, which was
started in 2015, hopes to have trained over 40 crore individuals in
India in diverse skills. In more than 250 career roles across a
range of industries, including healthcare, construction, and retail,
the programme offers training and certification.
2. National Career Service: The National Career Service, a
government-run online platform, was established in 2015 and
provides job seekers with skill evaluations, career counselling,
22
 and job matching services. The portal links employers and
training providers with job seekers.
3. National Skill Development Corporation: In order to encourage skill
development in India, the National Skill Development
Corporation (NSDC) is a public-private collaboration. In a
number of industries, including manufacturing, construction, and
hospitality, the organisation provides training and certification
programmes.
4. Startup India: A government programme called Startup India was
started in 2016 with the goal of encouraging entrepreneurship in
India. In addition to tax breaks and investment opportunities, the
programme provides businesses with a number of advantages.
5. Make in India: Make in India is a government project that was
started in 2014 with the goal of promoting manufacturing in India.
The programme provides a range of benefits, including tax breaks
and subsidies, to enterprises setting up manufacturing facilities in
India.

These programmes are part of the Indian government's efforts to

boost job growth and develop a skilled labour force. The
emphasis on entrepreneurship and skill development is
anticipated to benefit India's talent acquisition industry by
expanding the pool of qualified applicants and encouraging the
expansion of startups and manufacturing facilities there.

23
 Chapter 5: Market Growth and Market Share of the
Industry
In India, the market for human resource consulting has been expanding
significantly over the past few years. The Indian human resource
consulting market was estimated to be worth USD 2.7 billion in 2020,
and it is projected to expand at a compound annual growth rate (CAGR)
of 10.6% from 2021 to 2028. Several causes, including the rising
demand for human resource consulting services, the uptake of
technology, and the growing emphasis on talent acquisition and skill
development, are responsible for this growth.

There are several companies in the highly scattered Indian human

resource consulting sector. Adecco India, Randstad India, Kelly
Services India, and ManpowerGroup India are a few of the top firms in
the sector. These businesses provide clients in numerous industries
with a wide range of services, such as staffing, training, and advising.

The revenue, profitability, and growth potential of the company, as well

as other variables, might affect the market share price of human
resource consulting firms in India. For instance, Randstad India
claimed INR 4,546 crore in revenue for FY2020, whereas Adecco India
recorded INR 3,055 crore. In FY2020, ManpowerGroup India recorded
INR 2,266 crore in revenue.

These companies' market share prices can also be affected by market

movements, the state of the economy, and the regulatory landscape. For
instance, it is anticipated that the expansion of these businesses in the
upcoming years will be fueled by the rising demand for human resource
consulting services in expanding industries like healthcare and
technology.

The demand for trained individuals and the use of technology are
projected to fuel the overall growth of the human resource consulting
sector in India over the next several years. Revenue, profitability, and
growth potential are just a few of the variables that may have an impact
on the market share prices of the main companies in the sector.

24
 Chapter 6: My roles and responsibilities included:

The following tasks were given to me as part of SIP:

• Thoroughly examine the employment process as it stands and

identify any potential improvement areas.
• Read the job description before making a cold call. Determining
the most acceptable material and keywords to use in accordance
with the needs of the job.
• To find the top applicants for open positions, screen resumes and
applications.
• Create a thorough search plan using a variety of hiring platforms,
such as Naukri.com and Found it.com, for each of the job
categories that the customer selects.
• Utilise an ATS to manage candidate profiles and track their
advancement during the hiring process.
• Data collected is stored in the form of a tracker which is an excel
sheet wherein the details of the candidates are stored.

6.1: The work accomplished so far:

• Developed a targeted search strategy to find people who fulfil the

job requirements using a variety of recruiting sources.
• We examined the resumes and applications obtained through
various recruiting channels to find applicants who met the criteria
and had the required education and experience.
• To guarantee that all candidate data was accurate, current, and
easily available, a candidate database for the Application
Tracking System (ATS) was built and kept up-to-date.

• Skills worked on: Cisco ASA, Palo Alto, Citrix, Oracle Exadata,
Project Management, SailPoint developer with Java combination,
IOT full stack, Mainframe Batch Monitoring, DB2 UDB
25
 Administration, BCP/DR, GRC Pre Sales, SAP MM, Python,
JavaScript etc.
• Clients: HCL Technologies, KPMS, Infosys.

• Location: Pune, Noida, Chennai, Mumbai, Gurgaon, Trivandrum

and Bangalore were the job locations.
• Bands: L2 and L3 bands were present

26
 Chapter 7: INTRODUCTION OF THE TOPIC
Recruiting and selecting people have become time-consuming
operations for businesses. Businesses must adapt to avoid unforeseen
outcomes by incorporating talent acquisition and human resources into
corporate strategy conversations. Most business plans are built around
the personnel of the organisation. The best strategies are created when
a thorough awareness of existing talent is combined with a clear
understanding of the skill required to advance the strategy.

The current situation does not precisely align with the traditional cold
calling method because potential applicants are actively exploring
other opportunities. Nonetheless, because there is no prior link between
the caller and the candidate, there is some degree of unfamiliarity or
novelty involved. As a result, some of the ideas of cold calling are being
applied to the talent acquisition process in order to improve its efficacy
and precision. To ensure accuracy, the term "cold calling" will be used
to refer to the initial outreach undertaken by Hridtech PVT. Ltd. to
source job applications.

Screening resumes is a critical step in the recruitment process. Best

practises include establishing clear criteria, focusing on relevant
experience, looking for keywords, checking for consistency, paying
attention to formatting, using resume screening software, and being
objective. Establishing clear criteria, focusing on relevant experience,
looking for keywords, checking for consistency, paying attention to
formatting, using resume screening software, and being objective are
all important steps in the screening process.

When screening possible candidates for a position by cold calling, it is

critical to define our ideal candidate, establish a script, be nice and
professional, ask open-ended questions, listen intently, and follow up
swiftly. These recommended practises will assist me in hiring the finest
candidate for the job. However, we must keep in mind that cold calling
is just one screening strategy that might need to be combined with
others, such as job postings or employee recommendations.

27
Cold calling assists in gaining insight into candidate needs prior to
moving on with recruiting and selection. Cold calling is one of Hridtech
strategies and first moves, especially on Naukri.com and Monster. Each
candidate is contacted immediately to tell them of the job posting
opportunity and to provide opportunities for them to further explore
their career options. Candidates who identify themselves must
demonstrate their curiosity, passion, and desire to choose or change
careers. However, because not all applicants seek a job change, we
discovered that applicants are afraid of being rejected during a cold call.
Finding a profile for a certain job profile is not the most challenging
step due to a number of factors, including the most difficult element of
the procedure is not gaining a profile for a certain job profile due to a
number of factors such as unwillingness to change jobs, a poor offer,
incorrect data, and so on.

A recruiter can discover an employee's strengths and limitations and

design strategies for their growth and development by regularly
monitoring and recording the performance of all employees inside the
firm. Hridtech uses observation to discover recruiting challenges and
determine the factors that contribute to some recruiters attaining high-
quality results while others do not. Comparative evaluation is a way of
evaluating employees that involves comparing and contrasting the
characteristics and performance of one employee with those of another.

Pre-employment evaluations, organised interviews, and a candidate

communication plan are all critical screening practises that can help me
recruit better, prevent last-minute dropouts, and increase the hiring
process's overall success. Define employment requirements and job
descriptions, write a job description that represents the position's
expectations, and conduct structured interviews to confirm the
candidate's work experience, abilities, and qualifications. Utilise
technology, such as application tracking systems (ATS) or video
interview platforms, to streamline the screening process and examine
cultural fit to ensure that the candidate is a good fit with the team.

28
 7.1: Screening Resumes while Talent Hunting Using
cold calling method
Companies employ the strategy of cold calling to locate and hire
talented people who may not be actively looking for work. The
establishment of effective resume screening procedures for businesses
that primarily source candidates through cold calling will be covered in
this study. These procedures are designed to quickly and effectively
filter resumes in order to find the most qualified applicants for a
position.

The best practices that could be followed to screen resumes are as

follows:

1. Develop clear job descriptions: The most suitable applicants are

more likely to apply if the job description is clear and
comprehensive. Companies should be explicit about the position,
duties, credentials, and experience needed for the job while
creating a job description. This makes it easier to make sure that
the applicants being considered are a suitable fit for the position
and the business.

2. Define screening criteria: Companies should specify precise

screening standards that complement the job description. This can
include credentials, experience, and other pertinent elements like
certificates or domain expertise. Companies may make sure they
are objectively and consistently assessing candidates by creating
clear screening criteria.

3. Use automated screening tools: Employers can effectively screen

resumes using automated screening technologies by employing
algorithms to match the requirements listed in the job description.
These technologies can save time and resources by automatically
weeding out applicants who don't fit the criteria.

29
 4. Conduct initial phone screenings: Companies should do phone
screenings after performing initial screenings using automated
technologies to evaluate the candidate's communication abilities
and determine whether they are a good fit for the position. This
makes it easier to find applicants who fit the job and the
company's culture.

5. Evaluate candidates holistically: Candidates should be evaluated

comprehensively by companies, taking into account their
experience, credentials, talents, and cultural fit. This makes sure
that the top applicants are chosen for the position and that they fit
well with the corporate culture.

7.2: Screening potential candidates for a Job while

using cold calling method
There are various recommended practises that you can use when using
the cold calling method to screen potential applicants for a job in order
to maximise your chances of getting the best fit for the position. They
are as follows:

1. Define your ideal candidate:Utilise some time to identify the

precise skills and expertise you are seeking in a candidate
before beginning your cold calling approach. We can target the
appropriate people and hone in on them thanks to this.

2. Develop a script:It will be more likely that we will remain on

course and ask all the necessary questions if we have a clear
script. As one script does not fit all candidates, be sure to
modify it for each one.

30
3. Be polite and professional:Always be courteous and
professional when speaking with potential applicants while
we are calling them on the phone without their consent. Ask
for a few minutes of their time, introduce yourself, and state
your call's purpose.

4. Ask open-ended questions: Ask open-ended questions that

compel candidates to comment on their qualifications and
experience rather than yes-or-no queries. We will have a
clearer idea of their credentials and whether they are a
suitable fit for the job after doing this.

Pay close attention to the candidate's remarks,

5. Listen carefully:
and if necessary, take notes. This will assist you in recalling
crucial information later on and assist us in deciding whether
to continue working with the candidate.

6. Follow up promptly: If the applicant shows interest, follow up

right away to arrange an interview or obtain further details.
This will help you stay in the candidate's mind and
demonstrate to them your seriousness about the job.

We can improve the probabilities of using the cold-calling

technique to hire the ideal candidate for the job by adhering to
these best practises. Cold calling is just one screening technique,
so it's crucial to keep in mind that you could also want to use
other techniques, like job postings or employee referrals, to cast
a wider net and identify the best candidate.

31
 Chapter 8: Literature Review
The term "human resource" was first used by John R. Commons in his
book "The Distribution of Wealth," which was released in 1893. In his
ground-breaking 1954 book "The Practise of Management," Peter F.
Drucker further highlighted the individuality of people as a resource
and offered several reasons for the phrase (Vitor M. Marciano, 1995).
Initially, the goal of human resources management (HRM) was to make
workplaces better for workers. The Equal Pay Act and the Civil Rights
Act of 1963 and 1964, respectively, impose obligations on
organisations to emphasise compliance issues. psychological studies on
the factors that contribute to job satisfaction, like the Two-Factor
Theory and Frederick Herzberg's concept of dissatisfaction (Ewen et
al., 1966) and the Self-Determination Theory, which examines the
various intrinsic and extrinsic sources of motivational impulses (Deci
& Ryan, 1980), forced organisations to finally turn their attention away
from risky business strategies and towards their most valuable
resource, the employees.

With a transition from a process-centric to a worker-centric philosophy

in most organisations starting in the 1990s, things started to get much
better, and recruiting high performers became crucial. Due to the fact
that HR managers were suddenly receiving a deluge of applications via
e-mail from all over the world as a result of this transition and the
introduction of the Internet (1989), there was fierce rivalry among job
seekers. Worldwide organisations started creating specific career pages
to advertise job openings.

Job boards like Monster Board (1994) and Netstat Inc. (1995), later to
become CareerBuilder, were created as a result. Numerous additional
job boards, such as Craigslist, Career Path, and AOL, came after these.
On job boards, employers posted job openings in an effort to identify
competent candidates. An ATS in its most basic form came into
existence in 1996 when Marin Ouelelett created the Via website. It was
renamed Recruitsoft Inc., and in 1999, Recruiter WebTop, a respectable
recruitment management system (RMS), was released. In the interim,
the Online Career Centre (OCC) and the Monster Board amalgamated
to form Monster.com (1999). Then, a lot of ATSs started to appear on

32
the market with enhanced Boolean searching and resume parsing
capabilities. With so many technological developments taking place in
the recruiting industry, it was determined that resume parsing was the
most important factor in selecting a qualified applicant. The first thing
a potential employer sees when considering a job applicant is their
résumé, so all HR departments had serious concerns about the
effectiveness of ATSs without resume parsing. This prompted an in-
depth study in the area of resume parsing.

Research that has demonstrated findings related to information that is

not under the control of the applicant or is no longer acceptable to
provide based on anti-discrimination legislation (e.g., age, gender, race,
marital status, dependents; e.g., Bendick, Jackson, & Romero, 1996;
Bertrand & Mullainathan, 2004; Dipboye, Arvey, & Terpstra, 1977;
Dipboye, Fromkin, & Wiback, 1975; Marlowe, Schneider, & Nelson,
1996; McIntyre, Moberg, & Posner, 1980; Muchinsky & Harris, 1977;
Oliphant & Alexander, 1982; Renwick & Tosi, 1978) is not
incorporated into the below discussion. Clearly, it has been established
that the following personal information components should not be
included in resumes: height, weight, race, religion, birth date, marital
status, number of dependents, physical/health status, photographs, and
social security number (Hutchinson & Brefka, 1997). Moreover,
consistent with the empirical research-based mandate of the current
paper, publications that involve merely opinions without supporting
research evidence (e.g., Dittman, 1983; Stanley-Weigand, 1991) are
also not incorporated into the below discussion.

As a long-term human resource planning technique, talent acquisition

helps in the recruitment and selection of qualified people for positions
that require a certain skill set provided by the clients.
Due to its ease—cold calling only requires dialling a phone number and
is far simpler than writing an email or developing content about the
product—cold calling has become popular within organisations. A cold
call is the initial stage in getting to know potential customers, building
connections with them, and introducing them to a new product with the
intention of selling it.
Cold calling is the practise of getting in touch with potential and to find
potential candidates for open positions, recruiters made cold calls. They
33
also kept track of the candidates' information to make sure it was
proper. Qualified candidates who are looking for work or who want to
change careers.

According to Laura Fitzgibbons, "cold calling" is the practise of

contacting a prospective customer or client who has not previously
indicated a desire to interact with a customer care agent or make a
transaction. Marketing and sales professionals frequently use
unconventional methods, such as looking for and piecing together
information from public data, to gather contact information for cold
calling.

Stefan Torques asserts that "cold calls should be appropriate and

focused. The idea that cold calling is a numbers game is among the
most widespread myths about the practise. A yes will eventually come
after 100 calls a day. Repeat the calculations until you receive a
response from the customer. Anyone might be a prospect; all you have
to do is pick up the phone and dial a number from the phone book or
directory, trick the prospect into agreeing, and then ABC—Always Be
Closing.

Cold calling is a waste of time and money, according to a book titled

"Cold Calling" by Frank J. Rumbaukas Jr. The author has also covered
the many kinds of arguments that can be made as well as strategies for
handling them. Additionally, Schiffman has discussed the foundations
of cold calling to turn prospects into customers. People respond in kind;
some reactions can be predicted, and stories can effectively convey
these ideas to people. A=P=S is the formula that matters most to being
a good seller. In other words, appointments generate leads that result in
sales.

34
 Chapter 9: Economy Industry & Company Analysis
Economic Analysis:
The establishment of efficient resume screening procedures throughout
the hiring process can significantly affect the financial success of a
company. The organisation may improve productivity, lower turnover,
and ultimately produce better financial results by selecting the best
candidates for open positions. In this economic analysis, we'll look at
the expenses and gains associated with creating efficient methods for
screening resumes during the hiring process.
• Costs:

1. Time and Resources: It takes a lot of effort and money to

create efficient screening procedures. Companies must make
an investment in the creation of procedures and tools for
screening resumes, train staff on how to utilise these
procedures and tools, and continuously hone and enhance the
screening process.

2. Opportunity Cost: The time and money put into creating

screening practises are diverted from other possible
investments that the company could make.
3. Technology Costs: The use of technology for resume
screening can necessitate the acquisition of new hardware,
software, and licences.
• Benefits:

1. Reduced Hiring Costs: By promptly and accurately

identifying the most suitable individuals, effective screening
procedures can lower the expenses associated with hiring and
recruitment.

35
 2. Increased Productivity: The proper candidate can result in
greater output and productivity, which could improve a
business's bottom line.
3. Reduced Turnover: By ensuring that candidates are a suitable
fit for the role and the corporate culture, effective screening
procedures can help lower turnover rates.

4. Improved Reputation: The most qualified candidates can

help you grow income, brand recognition, and customer
satisfaction.

5. Reduced Legal Costs: Effective screening procedures can

lessen the possibility of discrimination or wrongful
termination lawsuits.

Overall, adopting efficient methods for reviewing resumes during the

hiring process can be more advantageous than costly. Businesses that
adopt these strategies can experience notable gains in their financial
performance, including lower hiring costs, higher productivity, and an
enhanced reputation. To make sure that the advantages outweigh the
investment, it is crucial to thoroughly weigh the expenses of creating
these practises.

Industry Analysis:
Creating the best resume screening procedures during recruiting is
crucial for businesses to entice and keep top talent in the highly
competitive job market of today. The utilisation of resume screening
procedures across various industries will be examined in this industry
analysis, along with trends and best practises in the field.

36
1. Technology Industry: Companies in the IT sector are
analysing and matching candidates' qualifications and
experience with job requirements using AI-powered resume
screening tools. By increasing the effectiveness of resume
screening, this technology has helped to conserve time and
money. Companies in this sector are also using social
networking sites to vet applicants, going beyond resumes to
find relevant work experience and qualifications.

2. Healthcare Industry: Employers in the healthcare sector are

emphasising soft skills like empathy, teamwork, and
communication more than technical abilities alone. Candidates
with the ideal blend of abilities and experience are found using
resume screening procedures like behavioural tests and
simulations.

3. Finance Industry: Companies in the finance sector use

resume screening methods to find applicants with good
educational backgrounds and pertinent certifications like CFA,
CPA, or CFP. Additionally, they are looking for relevant
experience, especially in fields like accounting, risk
management, and financial analysis.

4. Retail Industry: Companies in the retail sector interview

candidates based on their aptitude for customer service, sales
experience, and product knowledge. Companies evaluate
candidates' customer service abilities and capacity for dealing
with challenging clients via video interviews and tests.

37
 5. Consulting Industry: Companies in the consulting sector
scrutinise applicants' analytical prowess, problem-solving
capabilities, and consulting experience. Case studies and
behavioural interviews are frequently used to gauge a
candidate's capacity for analysis and consultation.

In conclusion, it is crucial for businesses across all industries

to adopt the best methods for screening resumes during the
hiring process. The objective is the same: to find the best
candidates for the job, even though the precise procedures
employed may vary depending on the business. Companies
may increase the effectiveness and efficiency of their resume
screening procedures by utilising technology, evaluating both
soft and hard talents, and conducting comprehensive reviews.
By bringing on the finest talent, lowering turnover, and raising
productivity, this can boost economic performance.

Company Analysis:

Due to the diverse cultures, recruiting demands, and hiring values of

different businesses, several resume screening procedures are
necessary.
For businesses to attract and hire the top individuals for their vacant
positions, developing the best resume screening procedures is crucial.
We will look at the top screening techniques employed by businesses
across a range of industries in this company analysis.

1. Google: Google is known for its data-driven hiring practises.

The business combines automated resume parsing and
keyword matching with structured interviews to evaluate
candidates for problem-solving aptitudes, analytical prowess,
and teamwork. Google also places a strong emphasis on
diversity and inclusion in its employment practises by
38
 employing blind screening methods that conceal identifiable
information from the initial screening process, such as names,
gender, and educational background.

2. Amazon: Amazon selects the top candidates for its available

positions using a combination of technology and human
screening. The organisation employs automated algorithms to
review resumes for pertinent experience and skills and then
conducts phone or in-person interviews to further evaluate soft
skills and cultural fit. Additionally, Amazon uses a leadership
principle-based interviewing process to assess candidates'
alignment with the organisation's core principles.

3. Airbnb: In its employment procedures, Airbnb places a strong

emphasis on cultural fit. In order to find applicants that share
the organisation's guiding principles of belonging, hospitality,
and empathy, the company employs a combination of
automated screening techniques and in-person interviews.
Airbnb regularly seeks out job candidates from disadvantaged
backgrounds as part of its commitment to diversity and
inclusion.

4. Goldman Sachs: For the purpose of assessing applicants'

technical skills and problem-solving aptitudes, Goldman Sachs
employs a structured interview process that incorporates
behavioural questions and case studies. Additionally, the
organisation places a strong emphasis on diversity and
inclusion by combining blind screening methods with
deliberate outreach to underrepresented groups.

39
 5. Procter & Gamble: Procter & Gamble evaluates candidates'
technical skills, leadership potential, and cultural fit using a
combination of automated screening methods and in-person
interviews. The organisation also places a high priority on
diversity and inclusion, using targeted outreach to draw
applicants from disadvantaged groups and providing hiring
managers with training on unconscious bias.

Thus, it is critical for businesses to find and recruit the finest candidates
for their open positions by employing the best resume screening
techniques during the recruiting process. Employing a combination of
automated screening technology, organised interviews, and focused
outreach, businesses from a variety of industries evaluate candidates'
skills, experience, and cultural fit. By prioritising diversity and
inclusion and using a data-driven methodology, businesses may
improve the effectiveness and efficiency of their hiring processes,
which will improve their financial performance and productivity.

40
 Chapter 10: Statement of Problems:
The possibility of unconscious bias in the screening process might be
an issue while developing the best practises for reviewing resumes
during recruitment. Unintentional preferences or prejudices that
people have that can affect their decision-making without their being
aware of it are referred to as "conscious bias.

For instance, a recruiter might unconsciously choose applicants with

histories or experiences comparable to their own or applicants who
attended the same university. This could lead to qualified individuals
being passed over, which would be detrimental to workplace
inclusion, equity, and diversity.

Develop screening procedures that reduce the possibility of

unconscious bias and encourage diversity and inclusion in the
employment process.

In order to lessen the likelihood of bias, this may involve training

hiring managers and recruiters on unconscious bias. Blind screening
approaches eliminate identifying information such as names, gender,
and education during the first screening phase.

41
 Chapter 11: Research Questions:
I created a Google Form with the following questions to build
appropriate screening procedures for resume needs:

1. How frequently do you review resumes during the

recruitment process?

A. Daily
B. Once a Week
C. Once a Month
D. Rarely

2. According to you what is the biggest challenge you face

while screening resumes?

A. Difficulty in identifying qualified candidates

B. Too many resumes to review
C. Time-consuming process
D. Lack of relevant information in resumes

3. Which of the following resume screening methods do you

currently use?

A. Automated screening tools

B. Manual screening
C. Combination of both

4. What criteria do you use to screen resumes? (Check all that

apply)

A. Relevant work experience

B. Education level and qualifications

42
 C. Skills and competencies
D. Job titles and responsibilities
E. All Of the Above

5. How do you ensure that the screening process is free from

biases?

A. Use of objective criteria and standards

B. Training of recruiters and hiring managers on avoiding
biases
C. Use of automated screening tools

6. How long does it typically take to screen resumes for a job

opening?

A. Less than a day

B. 1-3 Days
C. 4-7 Days
D. More than a week

7. How satisfied are you with the current resume screening

process?

A. Very Satisfied
B. Somewhat Satisfied
C. Neutral
D. Somewhat dissatisfied
E. Very dissatisfied

8. What improvements do you think can be made to the current

resume screening process?

43
 9. Do you think that the current resume screening process helps
in identifying the best candidates for the job opening?

A. Yes
B. No
C. Maybe

10. Would you be interested in attending a training or

workshop on developing best practices for screening resumes
in the recruitment process?

A. Yes
B. No
C. Maybe

Chapter 12: OBJECTIVES: -

OBJECTIVE OF THE PROJECT:
The reason for screening resumes for a job requirement is:

➢ To find and recruit the best individuals for available positions

➢ To reduce the possibility of unconscious prejudice and advance
inclusion, equity, and diversity in the employment process.
➢ Companies can create a competent and varied workforce that
supports their objectives and values by utilising efficient
screening tools and processes and implementing diversity and
inclusion ideas into the screening process.
➢ The ultimate objective is to raise the hiring process's efficacy
and efficiency, which will boost output and the economy.

44
 Chapter 13: RESEARCH METHODOLOGY
The present study is an exploratory and descriptive type of research
study. The study aims to find out best resume screening practices for
recruitment. Research methodology is the specific procedures or
techniques used to identify, select, process, and analyze information
about a topic. It is an instrument that is used to accomplish the goals
and attributes of conducting a research process.

Area of the Study: -

Hridtech Pvt Ltd., 19/1 Chetana Tower Infantry Road, Shivaji

Nagar, Bangalore, Karnataka, 560036

Methodology: -

Methodology is used are self-observation, google form

Took help from friends
Research gate
Internet

Source of Data Collection: -

PRIMARY DATA:
Quess Corp. gives information on the client's company's
requirements. Email is used to communicate both the structure of the
ability tracker and the information the candidate must provide.

SECONDARY DATA:
We use Naukri.com and Foundit, formerly known as Monster, to
discover profiles based on the skills required. The resumes that are
submitted through these websites are filtered according to the client's
criteria, and if the candidate's qualifications match those
requirements, further action is taken. A call is sent to the candidate,

45
and information is gathered in an Excel document with the specifics
requested by the clients. The compiled Excel data is subsequently
transferred to the third-party provider, Quess Corp. A tracker is
maintained to compare the demographics of applicants who are open
to changing occupations in order to screen applications.

Chapter 14:DATA ANALYSIS

46
47
48
49
 Chapter 15: FINDINGS ON BASIS OF GOOGLE FORM

The Topic I choose was “Optimizing Resume Screening for

Recruitment Success” is by seeing the difficulties faced by the

company while screening resumes.

▪ Keywords are rewarded by applicant tracking systems, but not

qualifications.

▪ Many resumes show experience incorrectly

▪ Volume of Resumes

▪ Quality of hire

▪ False information on Resume

▪ Lack of clarity of the skill required by the client

▪ Unrelated Experience

▪ Gaps in Employment.

Above was done by self-observation. And I have also created a

google form wherein all the problems have been guessed.

1. According to the survey report, 62.5% recruiters review

resume on daily basis during the recruitment process.

50
 ▪ 18.8% recruiters review resume once a week during the

recruiters’ review resume during the recruitment

process.

▪ 18.8% recruiters review resume once a week during the

recruiters’ review resume during the recruitment

process.

2. According to the survey the following are biggest challenges

faced while screening resumes.

• Difficulty in identifying qualifies candidates

• To many resumes to review

• Time consuming process

• Lack of relevant information in resumes

3. According to the survey the following are the resume

screening methods currently used.

• Automated screening tools

• Manual screening

• Combination of both

51
4. According to the survey the following is the criteria used to
screen resumes

• Relevant work experience

• Education level and qualification
• Skills and competencies
• Job titles and responsibilities.

5. According to the survey report, 50% of the recruiters take 1-3

days to screen resume for job opening.

▪ 25% of the recruiters take less than day to screen resume

for job opening.
▪ 12.5% of the recruiters take 4-7 days to screen resume for
job opening.
▪ 12.5% of recruiters take more than a week to screen
resume for job opening.

6. According to the survey report, 6.3% of the people are very

satisfied from the current resume screening process.

▪ 25% of the people are somewhat satisfied from the current

resume screening process.
▪ 43.8% of the people are neutral with the current resume
screening process.
▪ 18.8% of the people are somewhat dissatisfied with the
current resume screening process.
▪ 6.3% of the people are very dissatisfied with the current
resume screening process.

7. According to the survey report, 50% of the candidates don’t

think that the current resume screening process helps in
identifying the best candidates for job opening.

52
 ▪ 31.3% of the candidates think that the current resume
screening process helps in identifying the best candidates
for job opening.
▪ 18.8% of the candidates think that maybe the current
resume screening process helps in identifying the best
candidates for job opening.

8. According to the survey report, 75% of the candidates would be

interested in attending a training or workshop on developing
best practices for screening resumes in the recruitment process.

▪ 18.8% of the candidates are not interested in attending a

training or workshop on developing best practices for
screening resumes in the recruitment process.
▪ 6.3% of the candidates maybe interested or not interested
in attending a training or workshop on developing best
practices for screening resumes in the recruitment process.

53
 Chapter 16: RECOMMENDATIONS

• Establish clear criteria: Establish exact specifications for the

position based on the necessary abilities, credentials, and
experience before starting the screening process. This will
ensure that all resumes are assessed using the same set of
standards and that the best applicants are found.
• Focus on relevant experiences: Look for relevant experiences
that show the applicant has what it takes to handle the tasks and
obligations of the position. Pay special attention to the
candidate's prior successes, abilities, and experiences that are
most pertinent to the job.
• Check for consistency: Evaluate the candidate's employment
history, credentials, and achievements for consistency. Examine
the resume for any gaps or inconsistencies, and during the
interview process, ask follow-up questions to elucidate any
disparities.
• Use resume screening software: Use resume screening
software to rapidly and accurately sift through a huge volume of
resumes, flagging any that do not satisfy the basic requirements
and assisting in the rapid identification of resumes that do.
• Conduct structured interviews: Conduct structured interviews
that are based on a list of questions that have been
predetermined and are appropriate for the role. By doing this,
biases will be reduced, and all candidates will be judged using
the same set of standards.
• Check references: Verify the candidate's past employment
history, abilities, and accomplishments by getting in touch with
their references. This will give you more information about the
candidate's past performance and help you verify the veracity of
the resume.
• Look for keywords: Look for keywords in resumes that are
pertinent to the position, such as specialised knowledge,

54
credentials, or previous employment. This will ensure that all
pertinent qualifications are taken into consideration and make it
easier to rapidly pick resumes that are most relevant to the
vacancy.

By following these suggestions, businesses may create resume

screening procedures that will help them find the most qualified
applicants while lowering the likelihood of bias and fostering
diversity and inclusion.

55
 Chapter 17: CONCLUSION

In conclusion, creating the best resume screening procedures is

crucial for locating the most eligible applicants and luring top
personnel to organisations. Clear criteria must be established,
attention must be paid to pertinent experience, consistency must be
checked, resume screening software must be used, structured
interviews must be conducted, references must be checked, and
keywords must be searched.

A varied and competent staff that supports an organisation's objectives

and values can be created with the aid of efficient screening
procedures. Organisations may make sure they are choosing the best
people for the job, regardless of background or demographics, by
implementing diversity and inclusion principles into the screening
process and reducing the danger of unconscious prejudice.

In general, building the best resume screening procedures during

recruiting calls for in-depth knowledge of the economic, business, and
organisational variables that affect hiring needs and values.
Organisations may create an efficient and effective screening process
that finds the most eligible individuals and boosts economic
performance and productivity by implementing the recommendations
made in this paper.

56
 Chapter 18: REFERENCES
https://docs.google.com/forms/d/1bHrPU73GRt8-
4MQDNMHqeiYLl0p3b9NAEUSr0xcSJrU/edit#res
ponses
https://assets.researchsquare.com/files/rs-
570370/v1/9da1a6e1-437f-4f6d-a021-
743ea3ee268e.pdf?c=1631885646
https://talentculture.com/hr-still-needs-to-solve-its-
resume-
problem/#:~:text=HR%20Still%20Needs%20to%20
Solve%20Its%20Resume%20Problem,...%204%20
Looking%20Forward%3A%20Reworking%20the
%20Resume%20
https://ideal.com/resume-screening/
https://www.researchgate.net/publication/313789115
_The_Resume_Research_Literature_Where_Have_
We_Been_and_Where_Should_We_Go_Next
https://chat.openai.com/c/2b68892e-5b3a-44c1-8cce-
dade405c0871
https://quillbot.com/

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