Ah, I can see what you mean. I had good luck with making actually resume screening part if inter process for hiring recruiters.
Here's basically how I did it:
- pick one job to focus on, where it's near impossible for a non-technical person to tell if someone is likely to be a fit, such as a full stack web developer with experience in a JavaScript and a backend language
- get 5 resumes, 1 obvious fit, 3 maybes, and 1 obvious no, all of which look great based on keyword soup, so an automated QA person and webmaster might look like a full stack developer, and the waiter who took a programming course 10 years ago has no shot
- provide any additional filtering criteria
- in a verbal conversation, ask the recruiters to rate, and explain, each rating
Try that. It's not perfect, and it's better for positions you can describe discrete hiring criteria. The bar for the recruiter is not filtering out the no and maybes, it's screening in the maybes and yesses into a guesstimate sorted list. You can focus in 3 & 4 list. Then you can start with obvious matches, keep going until the list starts feeling pretty thin, and draw a line based on your judgement call & supply of applicants.
Here's basically how I did it:
- pick one job to focus on, where it's near impossible for a non-technical person to tell if someone is likely to be a fit, such as a full stack web developer with experience in a JavaScript and a backend language
- get 5 resumes, 1 obvious fit, 3 maybes, and 1 obvious no, all of which look great based on keyword soup, so an automated QA person and webmaster might look like a full stack developer, and the waiter who took a programming course 10 years ago has no shot
- provide any additional filtering criteria
- in a verbal conversation, ask the recruiters to rate, and explain, each rating
Try that. It's not perfect, and it's better for positions you can describe discrete hiring criteria. The bar for the recruiter is not filtering out the no and maybes, it's screening in the maybes and yesses into a guesstimate sorted list. You can focus in 3 & 4 list. Then you can start with obvious matches, keep going until the list starts feeling pretty thin, and draw a line based on your judgement call & supply of applicants.