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But the systems have their limitations, acknowledged Haag-Hatterer, president and CEO of Consulting Authority LLC.
"You’ve got to spend the time to get the right system in place, customize it and set up the criteria that will best give you the return you’re after," she said. "And that can be a moving target. You don’t just implement software to parse through hundreds of resumes."
Most large companies have comprehensive screening systems in place. Now smaller companies have begun testing the waters, using recruitment software systems that look for specific keywords in resumes and cover letters.
Haag-Hatterer, however, warns that employers that do little more than rely on keywords may hurt their chances of finding the right people.
"If you’re picking out words that everyone uses - strategic, budget, planning, something that’s an ambiguous term - you’re not doing yourself any good," she said. "All it tells you is how to beat the system, and qualified applicants may be left out of the selection process."
The bottom line for companies, she said, is how comfortable they are allowing a tracking system "to parse through and make a decision on who you follow up with and who you don’t."
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