The TurboHire Engine converts the resumes from a candidate database into candidate smart cards. It also enables Smart-Card sharing so that various members of the recruiting team can assess and evaluate these candidates to find the right fit. Let’s give you a step-by-step understanding of what these candidate smart cards are and how they are a time-saving hiring feature for resume screening.
What is Resume Screening?
Resume Screening is the second step in the process of recruiting. Going through candidate resumes and applications to find the best candidate that fits the job requirements perfectly is known as the process of resume screening. Several elements in a candidate’s resume drive the screening process, such as skills, education background, work experience, certifications, etc. The main goal is to find the right candidate profile that meets the job description as close to perfect.
Different organizations have different kinds of resume screening processes. Some use test-based assessments, gamified assessments, etc. The screening process also depends on the position the company is willing to hire for. The assessments or the assignments would differ for a position of a content writer from that of a QA Analyst. The people responsible for it determine whether to move the candidate to the next step of the hiring process or not. The result of the process is a list of candidates that have the potential to get hired.
The Resume Screening process is one of the most time-consuming stages of recruitment. It is one of the most important contributing factors of the time-to-hire metric. In most cases, screening is performed by an HR team of 4-5 members and their objective is to find the right candidates as fast as possible.
What Problems Do Recruiters Face in Resume Screening?
Companies lose as many as 89% of potential candidates due to a prolonged screening process. (G2.com)
Time-to-hire is one of the most important recruitment metrics. It directly impacts your recruitment process and good time-to-hire would improve your recruitment ROI. The most successful organizations want to take measures that will considerably reduce their metric ‘time to fill’ figure while keeping a good quality of hire at the same time – otherwise, this is time wasted.
One of the most common problems that recruiters face during the candidate screening process is the increase in the hiring time. This is a result of having to go through thousands of resumes one by one.
Bulk Resumes have a direct impact on the Time-to-hire metric of the company. Other than that, manually going through resumes also increases the chances of missing important details which would lead to the loss of potential candidates. Manual screening of resumes could also lead to unconscious hiring bias.
What is a Candidate Smart Card?
Candidate Smart Card is the solution to all the above-mentioned problems. Smart Cards are Linkedin-like candidate profiles that only contain vital candidate information so that you do not have to go through the whole resume. They contain the most important details of a candidate that a recruiter would be looking for, such as skill-set, education background, work experience, and calibration score.
The TurboHire Engine converts the resumes from a candidate database into candidate smart cards. It also enables Smart-Card Sharing so that various members of the recruiting team can assess and evaluate these candidates to find the right fit.
“Remember the business cards used while meeting before the pandemic. Just name, email, number, company, and what the individual does is there on the card to make a judgment. Now we cannot have business cards turned from a resume, but TurboHire is intelligent.
TurboHire Smart cards turn the candidate’s resume from any style or format into a highly readable and compelling smart card. You have only the most relevant information needed from the candidate mentioned as a snapshot. Basic personal details, education background, Top skills, skill set, and calibration score makes it easier to shortlist the most relevant candidate for the job, even without opening up the resume.”
How Does a Candidate Smart Card Work?
You’ll find the Candidate Smarts in the Candidates section of the TurboHire portal. This page will present you with a list of Candidate Smart Cards with a Filters section on the left.
In the Filters section, you can provide customizations to the search results. Some of the examples are:
- Keywords
- Skill Sets
- Resume History
- Qualification
- Domain
- Experience
- Industry Type
- Compensation
- Candidate Status
What Are the Contents in a Candidate Smart Card?
The Smart Cards will contain basic information about the candidate’s job title, location, and company. It will have a Calibration Score that will help you to differentiate between the good candidates from the bad ones. It also lets you add tags to the candidate cards like- “Good Candidate”, “Relevant Experience”. These tags can later help you filter out your screening process further.
The right-hand part of the smart card contains information about the candidate’s work experience, education, and skills. The More option in every section would present you with further information about the respective section.
The Smart Cards also has options for you to download the resume of the candidate, copy or remove the candidate, and find jobs matching the candidate profile.
How do Candidate Smart Cards Benefit Recruiters?
There are several benefits to Candidate Smart Cards for recruiters. Some of them are:
1. Solves the problem of bulk resumes
Resumes are converted to smart cards, so you can search, screen, and add candidates through candidates merely like adding things to your cart while shopping online. If there is a candidate profile you like but still have your doubts, you could always download their resume and clear out your doubts.
2. Locate the best candidates
There are filters, sorting algorithms, calibration techniques, and tags to shortlist the best candidate smart cards on the top of your screen. Therefore, locating the best candidates that would correctly fit your job description has never been easier.
3. Reduce hiring time
Not having to go through bulk resumes and getting presented with a list of the best candidate smart cards that you can go through in less than a minute would reduce your time to screen candidates marginally. As we discussed, the screening process is a huge contributing factor to hiring time. Therefore, the overall time-to-hire reduces when using Candidate Smart Cards.
Final Words
TurboHire’s Candidate Smart Cards rank as one of the most loved features rated by our customers. This feature has been uniquely designed by us to solve the most common time-consuming task of recruitment – resume screening.
Smart Cards make it easier for recruiters to screen through various candidates’ profiles simultaneously and in very little time. Having the vital candidate information in front of them would allow them to think about their goals clearly and match candidates perfectly with the job requirements.
Candidate Screening is one of the most important stages of recruitment. Any technology that makes it even a little bit easier is providing a huge contribution to the whole process. Recruiters now would not need a separate person to screen and order out resumes. They can make better use of their time and concentrate on more important tasks of recruitment like interviewing candidates.
Frequently Asked Questions (FAQs)
1. Can you change the information being displayed on TurboHire’s Candidate Smart Cards?
The information displayed on TurboHire’s Smart Cards depends on the fields and filters the user chooses to view. Usually, the options chosen from the filters section are those fields that are most relevant. For example, the user can customize the kind of smart cards they want for their candidates by choosing fields from the filters section like keywords, skill sets, experience, qualification, industry type, resume history, domain, compensation, and candidate status.
2. How is the data extracted from resumes to form Smart Cards?
TurboHire’s Augmented Intelligent engine contains a powerful Resume Parsing tool that can extract relevant and significant information from candidate resumes and categorize them into fields in the Smart Cards. The Resume Parser uses Machine Learning and Natural Language Processing algorithms to read through resumes and match them with the given job requirements. The Candidate Smart Cards act as a summary of the candidates’ resumes for displaying only the necessary information to the recruiters.
3. Can Candidate Smart Cards reduce screening time during hiring?
Resumes are an integral part of the hiring process and going through tons of candidate resumes is the most time-consuming task of the process. Screening candidates manually by going through each and every resume ends up being a headache for recruiters. Candidate Smart Cards do not only reduce the screening time during hiring but also make the screening process more efficient. Having all candidate information packed into a card with only the relevant information makes screening easier than ever.
4. Are Candidate Smart Cards effective in reducing hiring bias during recruitment?
Hiring Bias is a by-product of manual hiring. Although in some instances it is conscious, however in most cases, hiring bias is unconscious. Humans are obligated to perform unconscious hiring bias due to various reasons. Since Candidate Smart Cards are generated using Artificial Intelligence-powered tools and algorithms, there is no possibility of hiring bias whatsoever. Smart Cards can be an effective measure to introduce an effort to reduce hiring bias in your company’s recruitment drives.
5. What actions can be done on the Candidate Smart Cards in the TurboHire portal?
You can view the Candidate Cards from the Candidates tab on the portal. You can select multiple candidates at once as per your requirement and perform actions on them like copying the candidate cards, downloading their resumes, scheduling interviews with them, removing them from the pool, extracting their social profiles, or modifying the candidate properties. These actions can be performed on one candidate as well as on a bulk of candidates selected.
