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Case Study 2: Pros and Cons of Cleaning Up the "Resumess n Electronic job-application submission systems can leave Hz and hring managers drowning in a sea of rsums and applications. Seme large retailers can get a milion ar mare rsums a year. Even small businesses can tind themselves flooded with them. For example, when Raising Cain, a Louisiana-based fast-food chain, epened an office in Dalles, the firm needed ta hire 35 people. It receibed 10,000 rebsumes and had to hire an outsibe firm to help sart through them. In's nat surprising harried HR personnel, managers, and business awners are increasingly uaing appication tracking sytems and ather types of resum screenire software. Ayex Systems and Keneva are two firms that offer clase to a thousand anline aswesoments, with prices ranging fram a couple of bucks to $50 a test. Many job boards now feature prescreening quastiors as well and have algcrithms to the recommend candidates similar to the way Amazon.cam recommends products based on what a person has purchased in the past. Not all HA professianals are faens of rebuene screening saftwire, howcver, Manegers tend to pile cn huge numbers of key words so that very few apalicants can make it past the screen, seys Peter Cappell, University of Pennsylyania professar whe has written a boak caled Why Gaod Pepple Car't Cet dabe. Ditterent, kinds of soffeware also hawe differmen kinds of glitches. Meny of themen den't resd serff type Syles such as Times foman well, and these risianes get rejected. Seme systems ignare headers and foeters. So, if an kpplicant puts his or her centact infomatian in the header, it may end up being deieted. In other cases, unqualified applicants have learned te "pep- per" their rsumes with a job's keymords to get past resum-screenire soltware. in an interview with the 'WDl Street Jouma, Cappell relates an incident in which an HR manager put his own ressume through hig cumpany's sereening process and got rejected. in another instance, an engineering firm rece ved mare than 25,000 rbumes for a job but none of the cendidites made it pas electronic screening. There is dlso a lack of the human touch and judgnent in the precess Managers den't end up seing imeresting rsums=rekumes from peeple who have cifferent skills or life experiences that would trans- late well to the iob. Constquentiy, a lot of peeple who would make exoelemt cmployees neeer het a glance. Some reoruners hwa found ways to soid the "rekumess" and downsides of sutomatic risume the types of amelopees thery are bokires ta hire. Kexin Murcuri, predident of Prephuta Cemmunications, a public relations frm in New Yors City is une of them. Mer curi pos tired of being swamsed by itsumbe. Now when he neets to roorut personnes, he pauts a messige about job opesings on hit Linked tn page. 7 get pecole vuuding for each apsalieam, 50 l demt's hare to spend hours sarting through resumen." he raps. Questions masagers? Would yoa we the saftwere to screen risutiess
