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Automated resume screening products and services offer a reasonably cheap solution that promises to save companies time and increase efficiency. These automated resume screening products can scan resumes for key in information and parse this information into candidate profiles. These profiles are stored within a database; where they can be filtered by a number of criteria. However, there are also downsides of using automated resume screening products and services. Some argue such rigid systems, based solely on historical records, doesn’t leave room for personal growth and development. Algorithms are not always perfect either. Subtle prejudice, like ethnic and racial discrimination, can be, inadvertently, programmed into algorithms and automated software is vulnerable to impression management and people faking their behavior.

Pros

  • Automated resume screening products and services automatically scan resumes for key information.
  • These programs can parses key information from resume to create candidate profiles.
  • Candidate profiles can searched through and filtered by a range of criteria, like the candidate’s location, skills, or role.
  • Automated resume screening products and services can filter for important words to highlight top prospects and quickly eliminate unqualified candidates.
  • Automated resume screening products and services store the candidate data in a database-style system.
  • Automated resume screening products and services are reasonably low cost, so companies don’t need to hire more HR staff.

Cons

  • Automated resume screening products and services can’t account for the fact that all individuals are different.
  • Many argue that automated resume screening doesn’t account for personal growth or development.
  • Algorithms, which automated resume screening relies on, are sometimes imperfect.
  • There is no guarantee that the best candidate will have a perfect resume.
  • Automated resume screening could be vulnerable to impression management and people faking their behavior.
  • Subtle prejudice, like ethnic and racial discrimination, can be, inadvertently, programmed into algorithms. For example, Saint George’s Hospital Medical School of South‐London was found guilty of discrimination when their automated resume reader used criteria not related to the job, like misspellings, which directly affected applicants’ from certain ethnic groups.

Research Strategy

This research was produced by reviewing and analyzing the journal studies, media articles, and industry guides on automated resume screening products and services. The findings were further researched to identify and conclude the full range of capabilities that the automated resume screening products and services industry is capable of, as well as its pros and cons.

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