Resume screening website and maintaining

A website is a resume screening in which recruiter get help by just one click and the students who are applying for , get their results on the spot. In order to hire for a single opening recruiter, receive a sea of resumes from job boards and websites. Some of these resumes are hidden gems, perfectly matching the job description; but finding these hidden gems in a hoard of junk resumes is next to impossible. When a job opening receives 250 resumes on average and 75% to 88% of them are unqualified, it’s no wonder the majority of talent acquisition leaders still find the hardest part of recruitment is screening the right candidates from a large applicant pool. To fill up a job opening, you need to have qualified candidates. Shortlisting candidates from their resumes based on their qualification, experience, education, etc. is called resume screening. In nutshell, it’s a form of pattern matching between a job’s requirements and the qualifications of a candidate based on their resume. Many people apply for jobs knowing full well that they do not possess the skills the recruiter is looking for. This becomes a long and tedious process for the recruiter to go through each resume and find out the one’s worth contacting. If recruiters shorten the recruitment process, they end up getting unqualified candidates. And if they work on getting qualified candidates, they spend a lot of time in finding them. The volume of resumes is directly proportional to the time spent by the recruiter going over them. Companies can use recruitment data and metrics to constantly improve their recruiting process and make more informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to track hiring data but they require manual work, are prone to human error and they’re not compliant. This makes it hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an efficient and streamlined way. Many companies struggle to attract and hire diverse candidates and unconscious biases are often the reason. Apart from legal obligations to provide equal opportunities, hiring objectively is good for business because it helps hire the best person for the job without stereotypes interfering. This will result in an inclusive workplace showing potential candidates’ meritocracy and allowing us to benefit from diversity’s positive effects. As reported by Glassdoor, 76% percent of hiring managers admit attracting the right job candidates is their greatest challenge. They are wasting their precious time by going through tons of applications from candidates that are not a good fit for their open positions. The most tedious part of the recruitment process is finding the right candidate matching our job requirements from an ever-increasing sea of resumes. The goal of screening resumes is to decide whether to move a candidate forward – usually onto an interview – or to reject them. Our model not only does that, but in addition makes the recruiter’s job even easier by automating two rounds of screening to make sure that the candidates reaching the recruiter match the job requirements and possess enough knowledge to be considered seriously for our position. As soon as the resume is successfully uploaded the page flashes a message reading “uploaded successfully” and the resume is sent straight to the backend where the model takes the resume from the user and extracts important data like email address, name etc. It then takes the resume and the job description already present in the system and parses it completely. The parsed text is then converted to vectors and stored. A similarity index is then calculated by comparing the vectors from the resume and JD. If the similarity index is greater than a set percentage for example 50%, the candidate gets an automatic email triggered from the model stating the candidate has been accepted for the next round of the screening which is an assessment form containing question Read Less