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The vast number of applicants for a job opening always tends to make the selection of an ideal candidate a tough task. However, when you get to use recruitment automation with candidate resume scoring you can rank candidates based on preset criteria. This also allows for an unbiased selection completely based on skills. With candidate selection being one of the most time-consuming tasks, it is important to optimize the process as much as possible. The candidate resume scoring feature helps recruiters remove all of these bottlenecks, hence making the screening process smoother. 


Steps involved in evaluation approach to candidate resume scoring process

When it comes to candidate resume screening certain evaluations are involved. These steps which help score the candidate’s resume can be provided as follows:


1. Data Input


All of the candidates whose resumes need to be scored will be initially entered into the database. These resumes will consist of various features based on which the resume will be scored. Apart from adding the resume, there will also be a database of existing candidates whose profiles will be screened to check for ideal matches. 


A. Process


The process of data input in candidate resume scoring is further divided into three steps:


  1. Recommendation: This step will help map the profiles that are submitted into various important job categories.


  1. Stack Ranking: Using the scoring engine, the candidates will be ranked based on their skills related to job roles. There will also be several score types that will be used to rank the candidates such as follows:


  1. Skill score: This score checks for the match of skills with the help of the candidate’s resume.
  2. Experience score: This checks for the matching experience score
  3. Qualification score: Based on the qualification match, candidates will be scored.
  4. Overall score: This will be entirely based on the percentage of matches between the candidate’s resume and the job profile. 


  1. Success Evaluation:  In the last and final stage, the recruiter will take a look at all the ranked candidates based on their relevance. Once the evaluation has been checked based on the rank, the recruiter will further analyze the candidate as either relevant or non-relevant. 


2. Value Generation


This approach helps generate value for the organization in the following ways:


  • Reduces the overall time required for screening of candidates from 10 days to as less as 15 minutes. 
  • Reduces the overall effort of screening and shortlisting of candidates and hence reduces the number of applicants to the top 5-10 ranked candidates. 
  • Improvement in the quality of applicants can be observed with the help of the resume scoring feature. 


3. Non-Goals

This sort of approach is not something that will be replaced, instead, it will be acting as an aid to the entire resume scoring process. 


There are certain situations where the resume scoring feature might not work well such as:


  • When the resume is not written in the supported format or language
  • The evaluation that is to be done on the job profiles is incomplete without any data regarding qualifications, skills, and experience. 


Final words

While the candidate resume scoring feature is one of the best features that recruiters can use, there needs to be the maintenance of certain criteria to get the best results in the screening process. Candidate resume scoring will help recruiters find the best candidates based on their qualifications. The feature also allows recruiters to save time by focusing more on tasks such as onboarding workflows that cannot be automated.

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