When keyword searches are automated and performed by software, their usefulness is reinforced by the greater technological ease of scanning for them than for more complex semantic and syntactic structures such as patterns of reasoning or of career chronology and correlations.
However, just as a news story sound bite is, in the end, no substitute for the details, the presence or absence of keywords should not be given so much weight as to distort or replace a more complete review of a job applicant.
Choosing the right words and properly prioritizing them is how to screen potential candidates quickly and efficiently. Resumes, cover letters, and phone conversations are the only initial communication you have with potential employees to get a feel for them and whether they would be a good fit for the organization. Using keywords to initially screen candidates for matching skill sets will help to speed the search.
To find keywords to use, look at the job requirements and highlight the key requirements for the position. These key requirements should be one word and descriptive, for example, "CPR" is a good general keyword when searching for someone with basic first aid skills. As A keyword, "experienced" is not specific enough. It would need to be combined with other, more specific keywords to be at all useful. It can also be helpful to look at keywords being used at other companies for similar positions.
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