Question

(1) what impact do you think resume screening tools are having on HR departments? what about line managers? would you use the software to screen resumes? (2) How might the drawbacks associated with resume screening software be addressed?

Answer 1

Screening tools have successfully allowed the HR department to be able to augment their speed of functioning and their efficiency as far as the problem of human error is considered. It is, therefore, becoming a necessary tool in the work that the HR performs in screening the candidates based on their criteria.

Using tools in the day to day activities of the line managers can also become an efficient process which will allow the managers to be able to essentially regulate their work and process based on the selected candidates which were screened by the tool which was in turn based on their aspects, creativity and their work output. This, however, has as many challenges as it has benefits for the processes it is used for, it is of that reason that I would make use of the screening tools but not as the only tool. My approach would take into account the factor of human touch and experience which the machines cannot creatively simulate, no matter the programmed algorithms it works upon.

The only problems that the screening tools have is the absence of human thinking skills, experience and the ability to read the body language of the individuals that are needed to be screened for a particular position in the company therefore, these problems can essentially be dealt with the use of the tools in the light of oversight or to augment the already set functions of the HRM department. Also, there is the scope of making the screening criteria a little broader with a little margin for error in order to be able to save the process from being too mechanical and straightforward.