The answer to this question is most likely no, not yet. However, the trend at many organizations is toward using computer software to match candidates' qualifications to current job openings. How does it work? Instead of mailing an 8½- by 11-inch paper résumé to a hiring manager or human resource representative, job seekers are now asked to visit the company Web site to type in their résumé online. After that, the résumé is screened and evaluated by a computer program on such factors as relevant keywords, past experience, and education. Résumés are even screened for other reasons. For example, estimates indicate that up to 20 percent of online résumés are knocked out of consideration due to excessive job hopping and/or the résumé contains typos and grammatical errors. What types of companies are using these résumé screening software programs? Companies like Home Depot, BellSouth, Walgreens, United Parcel Service, Blockbuster, and Target all claim that online résumé technology saves their hiring managers a lot of time and money, and the promising résumés are instantly available to company personnel. This makes the hiring process much more efficient.
Another benefit of the online résumé posting process has to do with the geographic reach the company can have with regard to candidates. At General Electric, every job opening is posted on the internal career Web site. If the hiring unit decides that it wants to advertise the ad outside of the company, then the job opening is posted on the company Web site and can attract applicants from around the world. Currently, GE receives approximately 15,000 résumés monthly, roughly half of which are submitted via the online company Web site. GE managers believe that some candidates, even though they do not live in the immediate location of the hiring unit, would be willing to relocate if they found the right job at GE.

Questions

1. Why are so many companies shifting to online résumé screening programs to sift through applicants’ résumés?

2. Can you think of any disadvantages associated with the use of online résumé screening? From the company’s perspective? The candidate’s perspective?

3. What can job seekers do to improve their chances of making it through the online résumé screening process and getting an interview?