Once a job application arrives at an employer’s office, the screening process can begin. As mentioned before, screening might be done by a single person, by a group of persons, or by a machine. You may not know which approach a company takes, unless you ask specifically about how screening is done in the department or division where an opening exists.
There may also be nuances between writing for a machine and writing for human. Lacking information specific to a particular type of screening software, job seekers must do their best to present their arguments in language that can be easily filtered by both human and machine.
Let’s imagine a “typical” screening process, discuss some possible stages in that process, and then imagine some strategies that might be useful for capturing and keeping the reader’s attention.
It’s probably impossible to give one explanation that will cleanly and accurately describe all the nuances to different stages of the job search process, but let’s try to describe some generalities.
I have been on many screening and selection committees during my career, and I’ve seen a few thousand résumés during that time. My explanation of the screening process is heavily drawn on my personal experience. In no way should it be construed that my experiences are somehow universal. However, I do believe that I can bring some insights about how résumé screeners and job search committees might conduct their screening processes.
A “Typical” Screening Process
In my experience, screening works like this:
- Application packets arrive at the employer. This usually happens these days via e-mail or through a database-driven form that is part of an online application system.
- Some companies may use software to scan your documents or keywords and phrases before a real person takes a look at. This is less common in small businesses, non-profit organizations, local governments, and academic institutions.
- Other companies may allow a recruiter or members of a search committee to view a candidate’s materials as soon as they are available in the system, and to rank them.
Whether your résumé is screened by a person or by a computer, some sort of ranking system will likely be used to determine the degree of “fit” between the candidate and a fictional “ideal” candidate. Such a system relies heavily upon the use of scoring rubrics, which are much like the guides that a teacher might follow in grading a standardized test.
Ideally, the screeners use a scoring rubric to rate each candidate on their match to minimum and preferred qualifications. Ideally, those members of the committee follow those guidelines and come up with a list that accurately reflects the match between each candidate and the stated needs of the employer.
Ideally. Not always in practice. But ideally.
In the next post in this series, we’ll explore ways the screening process might break down, and what you might be able to do to minimize the possibility that you will be screened out of a process.