CV Screening – How to screen CVs quickly?

What’s not working?

Boolean search – searching by keywords

Candidates shouldn’t have to guess which keywords to include in their CVs to make sure recruiters don’t overlook them. Awareness of how ATS (Applicant Tracking Systems) work is growing, but why should a candidate who uses AI to generate a list of relevant keywords have a better chance of getting hired than someone who never needed such tricks because their skills always secured them a job?

By relying on Boolean search, you risk rejecting highly qualified candidates.

Skills tests

In the age of ChatGPT, online tests don’t measure skills—they test how well someone can use AI tools. Is AI proficiency now a requirement for every job? Even if it is, some candidates are simply honest and choose not to cheat—meaning they may perform worse than those who do.

There’s another side to the story. The longer and more complicated the hiring process, the less likely top candidates will participate. Spending an hour on a test only for a company to take their ideas without hiring them is becoming more common, and experienced professionals are aware of this. Last year, we saw a wave of fake job postings.

By using online tests, you risk losing valuable candidates.

Application forms with screening questions

Nobody likes them except recruiters. They take a lot of time, often require you to copy your entire CV line by line, and in the end, most candidates still get rejected without a specific reason. A candidate who prefers to take another online course instead of wasting half an hour on a long form isn’t a bad candidate.

We live in a time of fast information flow. An Instagram story lasts a maximum of one minute, a TikTok video usually doesn’t exceed 16 seconds, and a website loads in 2 seconds. We’re used to everything happening quickly, and time is money – nobody has an hour to fill in boxes on a form. Only people who are forced to do it, because they haven’t been able to find a job for months, will do it.

By using long application forms, you’re rejecting valuable candidates.

What works?

If you don’t want to lose top candidates by making the application process too complicated, use a simple form with just one field—CV upload. That’s all you need to decide whether to invite a candidate for a face-to-face interview.

Use Hero Parser to extract key details from each CV, including contact information, a list of skills, and work experience. You’ll see all candidates in one clear table, automatically sorted by our algorithm to highlight the best matches.

How we evaluate resumes?

1. We check if the skills match the requirements of the job posting.
2. We verify if the candidate declares proficiency in the foreign language we require.
3. We check if the candidate lives close enough to the office if we are looking for hybrid or on-site work.
4. We check if they have experience in a similar position, how much, and if the companies they listed exist.

What else?

1. We review 100 resumes in 5 minutes.
2. You can easily integrate Hero Parser with your ATS (Applicant Tracking System).
3. You’ll send personalized feedback to rejected candidates with one click.
4. You’ll get an email when an exceptionally good candidate appears in the process.
5. We won’t exclude you based on age, gender, or biases, because we focus only on hard data.

Create a free account and test it now. No obligations, no credit card required.

Try Hero Parser