How Do Recruiters Narrow Down The Applicants Over Thousand Resumes

As an applicant, one of the most nerve-wracking parts of any job application is waiting for the recruiter to call you back for an interview or to message you back to inform you if you got the job or not. Recruiters can take a matter of days or even months to respond to applicants, which can affect the applicant’s well-being and their chances of securing another job if the application doesn’t pass through. 

But why does it take recruiters time to narrow down the candidates who will proceed to the next step of the hiring process? Do they have a special procedure for getting everything done?

Depending on the job opening, recruiters take a few seconds to a few minutes to read profiles and determine if a candidate is a potential candidate for the position. However, if they receive thousands of applications, the time can vary depending on the recruiter themselves. As standard, recruiters will have criteria to determine if the profile or resume passes the first test.

Here’s what usually happens when recruiters try to narrow down applicants if they have to work on thousands of applications:

Planning the Criteria

Before any applicant review, recruiters will work alongside employers to determine the criteria for the perfect applicant. Some of the criteria they may include are years of experience in the position, certain skills, and educational background. Additional criteria like skill set, personality, and sample work may also be requested.

If the applicants the job opening will target are new graduates, separate criteria may be created to determine the applicant’s viability based on their accomplishments and sample work.

Check the Format

Recruiters then look at the format used by the applicant for their resume to see if it is perfect and shows the applicant’s understanding of the job opening. A well-structured resume that highlights the applicant’s accomplishments and relevant educational background can significantly increase the chances of passing the initial screening.

Review Keywords

One way to speed up a profile search that recruiters use is to see if there are keywords and phrases in the profile that match the job description they are applying for. These keywords should be organically added to the profile and not placed randomly.

Social Media Search

Some recruiters also look into the applicant’s social media profile, if available, to determine the applicant’s personality and professional conduct. They will browse through the applicant’s posts and the contacts they have to get a better understanding of the applicant. A well-maintained and professional social media presence can positively influence the recruiter’s perception of the applicant.

Location Check

Some applicants may be drawn to a job opening even if they are from a different location. Depending on the company’s directive, recruiters can easily remove applicant profiles if they are from a different location. However, if the company is okay with applicants from different locations, recruiters can apply the same criteria they will use for other profiles.

Checking Work Experience

Recruiters will also examine the applicant’s work experience to determine whether they are aware of how the position they are applying for works and what they can bring to the table. Some companies may know what experience they want from potential employees, which recruiters must ask beforehand to speed up their search.

Use an Automated Scanner

If the business can afford it, recruiters may be allowed to use automated scanners to browse through these profiles faster than before. These scanners can also remove dummy or repeat applicants, which tends to take time if done manually. However, it’s important to note that some recruiters still review the results of these scanners before they move on to the next profile, ensuring a human touch in the process.

Length of Resume

Resumes should be as short as possible without missing the correct details the recruiter needs to see to determine an applicant’s appeal as a potential employee. If the resume is long but the applicant only has a short working history, it is immediately a red flag. Meanwhile, if it is long based on the applicant’s long working history, then it is considered.

It can be challenging for any recruiter to determine how they can narrow down the best talent from thousands of applicants, especially in a short amount of time. They will have to be quick and understand what criteria the employers want to determine if a potential candidate has what it takes. If you are a recruiter, take the time to review your criteria to make it easier for you to find that perfect candidate and help the business achieve its goals.

Make your resume stand out by following these tips carefully:
How to Include Volunteer Experience on Your Resume
5 Key Things You Need To Have In Your Resume
As a Career Recruiter, What Do You Love to See on a Resume?

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