Recruitment Agents With Resume Intelligence 📄🧠

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Recruitment agency client. Small team. Growing fast. Problem: drowning in resumes.

Every job posting got 80-120 applications. HR manager spending 12 hours weekly just screening resumes. Reading qualifications, comparing to requirements, deciding who gets interviews.

"We're turning away clients because we can't handle the volume."

Built intelligent resume screening workflow that pre-qualifies candidates automatically.

THE PROBLEM:

Before automation, their process looked like this:

Job posted → 100 resumes arrive → HR opens each PDF → Reads experience section → Checks skills → Compares education → Makes yes/no decision → Repeat 99 more times.

Time per resume: 7-8 minutes

Weekly volume: 100+ resumes

HR time: 12 hours weekly just screening

They were missing qualified candidates because HR got fatigued after resume 40. Good candidates in the bottom half got quick rejections.

THE SOLUTION:

Built n8n workflow that extracts and scores resumes against job requirements automatically.

Workflow receives resume submission. Extracts candidate data: years of experience, technical skills listed, education level and institution, industry background, certifications held, previous companies and roles.

Scoring logic compares extracted data against job posting requirements:

Required: 5+ years experience, Python/JavaScript skills, Bachelor's degree

Candidate has: 7 years, Python listed, Bachelor's from state university

Score calculation: Experience match +3, Skills match +3, Education match +2 = 8/10

Routes based on score: High scores (8-10) → Interview pipeline immediately. Medium scores (5-7) → Review queue for HR decision. Low scores (0-4) → Polite rejection email with encouragement to apply for other roles.

THE RESULTS:

HR now reviews only 25-30 top candidates per posting instead of all 100.

Time savings: From 12 hours weekly to 3 hours weekly. That's 36 hours monthly freed up.

Interview quality improved. They're talking to better-qualified candidates because scoring is consistent across all 100 resumes, not just the first 40 before fatigue sets in.

Unexpected benefit: Diversity hiring improved. With more time, HR carefully considers qualified diverse candidates instead of rushing through volume. Objective scoring reduces unconscious bias.

SCALE IMPACT:

Application volume up 40% this quarter. HR workload stayed flat. How? Resume screening scales automatically.

The agency took on 3 new client companies they would've turned away before.

TECHNICAL SETUP:

Parse resume → Extract structured data → Compare against requirements → Calculate match score → Route to appropriate pipeline.

Build time: 2.5 hours including testing with 50 sample resumes.

n8n workflow template here

The workflow handles grunt work. HR does human judgment work on pre-qualified candidates.

Anyone handling high-volume resume screening still doing it manually?

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