Question.1633 - Case Study 2 Pros and Cons of Cleaning Up the “Resu-mess”HR and hiring managers often find themselves swamped by résumés because they are so easy tosend with a click of a button. Some large retailers can get a million or more résumés a year. Evensmall businesses get flooded with them. When Raising Cain, a Louisiana-based fast-food chain,opened an office in Dallas, the firm needed to hire 35 people. It received 10,000 résumés and hadto hire an outside firm to help sort through them.Applicant tracking systems and résumé screening software are helping harried HR personnel,managers, and business owners cope with the problem. After résumés are screened and reviewed,interviews can be scheduled automatically using a firm’s email system and electronic calendar,and job offers sent to candidates to sign electronically and return. Many job boards have résuméscreening capabilities and algorithms to recommend candidates similar to the way Amazon.comrecommends products based on what a person has purchased in the past.Not all HR professionals are fans of résumé screening software, however. Managers tend to usehuge numbers of key words so that very few applicants can make it past the screen. Differentkinds of software can have different kinds of glitches. The software might not read certain types offonts or reject a résumé of a good candidate if it contains a single typo. Unqualified applicantshave learned to “pepper” their résumés with a job’s keywords to get past résumé-screeningsoftware.Peter Cappelli, a University of Pennsylvania professor, has written a book called Why Good PeopleCan’t Get Jobs. Cappelli relates an incident in which an HR manager put his own résumé throughhis company’s screening process and got rejected. In another instance, an engineering firmreceived more than 25,000 résumés for a job but none of the candidates made it past electronicscreening.There is also a lack of the human touch and judgment in the process. Résumé-screening softwarecan’t easily pick up on candidates’ “soft” skills, such as a person’s ability to interact well with otherpeople. And managers don’t end up seeing interesting résumés—résumés from people who havedifferent skills or life experiences that would translate well to the job. Consequently, a lot of peoplewho would make excellent employees never get a glance.Some recruiters have found ways to avoid the downsides of automatic résumé screeningaltogether. Kevin Mercuri, president of Propheta Communications, a public relations firm in NewYork City, got tired of being swamped by résumés. Now when he needs to recruit personnel, heposts a message about job openings on his LinkedIn page. “I get people vouching for eachapplicant, so I don’t have to spend hours sorting through résumés,” he says.Questions1. What impact do you think résumé screening tools are having on HR departments? Whatabout line managers? Would you use the software to screen résumés?2. How might the drawbacks associated with résumé screening software be addressed?Sources: Ryan Craig, “Blame Bad Applicant Tracing for the Soft Skills Shortage at Your Company,” TechCrunch (March5, 2017), https://techcrunch.com; Dave Wessel, “Software Raises the Bar for Hiring,” Wall Street Journal (May 31,2012), http://online.wsj.com; Darren Dahl, “Tapping the Talent Pool … without Drowning in Resumés,” Inc. 31 no.3 (April 2009): 122; Anne Kadet, “Did You Get My Résumé?” Smart Money (February 27, 2009), http://www.smartmoney.com; Drew Robb, “Screening for Speedier Selection,” HR Magazine 49, no. 9 (September 2004): 143–147.
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