Patent Publication Number: US-2011078154-A1

Title: Recruitment screening tool

Description:
TECHNICAL FIELD 
     This application relates to a system used to screen candidates for employment, and more particularly, to a system used to screen candidates based on scoring criteria applied to candidate resumes. 
     BACKGROUND 
     Employers having open positions for employment may be inundated with candidate resumes if the open positions are desirable or if economic conditions cause a large number of candidates to apply. Thus, employers&#39; recruiters may be required to manually review a cumbersome amount of resumes. In some instances, recruiters may employ one or more candidate screeners to initially manually screen candidate resumes. However, candidate screeners may operate without any particular objective criteria on which to evaluate the resumes. Operating in this manner may result in inconsistencies due to candidate screeners basing resume screening decisions on subjective criteria resulting in fewer or more resumes reaching the recruiter than desired. 
     SUMMARY 
     A recruitment screening tool may objectively screen candidates for one or more open job positions based on the candidate&#39;s resumes. The tool may be configured to receive candidate resumes and generate a resume score for each candidate resume based on input representative of a comparison of information included in each candidate resume to predetermined resume criteria. Each resume score may be compared to a resume scoring scale having at least one scoring threshold. Each resume having an associated resume score greater than the first scoring threshold may be selected for review by a candidate recruiter. The score-selected resumes may be transmitted automatically to or may be retrieved by the candidate recruiter. Each resume may also be manually scored by a candidate screener independent of the candidate recruiter. 
     The tool may also identify each candidate resume having at least a predetermined number of predetermined keywords. The tool may determine the percentage of keyword-identified resumes also included in the score-selected resumes. If the percentage is outside a predetermined threshold percentage band, a quality alert may be generated and provided to the candidate recruiter. Accordingly, in one example, the recruitment screening tool may be used to confirm that the scoring performed by the candidate screener is objective and consistent. 
     The tool may also generate at least one statistic based on content present in keyword-selected resumes and score-selected resumes. The at least one statistic may be based on at least one predetermined analysis factor. 
     Further objects and advantages of the present invention will be apparent from the following description, reference being made to the accompanying drawings wherein the preferred embodiments of the present invention are clearly shown. 
    
    
     
       BRIEF DESCRIPTION OF THE DRAWINGS 
       The innovation may be better understood with reference to the following drawings and description. The components in the figures are not necessarily to scale, emphasis instead being placed upon illustrating the principles of the invention. Moreover, in the figures, like-referenced numerals designate corresponding parts throughout the different views. 
         FIG. 1  is a block diagram of an example recruitment screening tool having a candidate screening module executable on a computer device. 
         FIG. 2  is an example of a scoring template implemented by the recruitment screening tool of  FIG. 1 . 
         FIG. 3  is an example of the completed scoring template of  FIG. 2 . 
         FIG. 4  is an example of a resume scoring scale implemented by the recruitment screening tool of  FIG. 1 . 
         FIG. 5  is another example of a resume scoring scale implemented by the recruitment screening tool of  FIG. 1 . 
         FIG. 6  is a block diagram of the example recruitment screening tool of  FIG. 1  including a quality control module. 
         FIG. 7  is a block diagram of the example recruitment screening tool of  FIG. 1  including a statistical analysis module. 
         FIG. 8  is an example operation flow diagram for implementing the recruitment screening tool of  FIG. 1 . 
         FIG. 9  is an example operational flow diagram for implementing the recruitment screening tool of  FIG. 6 . 
         FIG. 10  is an example operational flow diagram for implementing the recruitment screening tool of  FIG. 7 . 
     
    
    
     DETAILED DESCRIPTION 
     A recruitment screening tool may be configured to receive a plurality of resumes from numerous candidates for a job opening. The recruitment screening tool may be implemented by a candidate screener operating a candidate screener terminal. A candidate screening module included in the recruitment screening tool may be used by the candidate screener via a candidate screener terminal to manually provide one or more scores for each received resume based on predetermined scoring criteria that may be provided by a candidate recruiter. Each resume score may be compared to a predetermined screening scale having one or more scoring thresholds. Each resume score above at least one scoring threshold may indicate that a candidate should receive further consideration by a candidate recruiter. The associated resume may then be transmitted directly to a recruiter terminal or stored for subsequent retrieval by the candidate recruiter through the recruiter terminal. The recruitment screening tool may implement a quality control module to monitor the consistency and objectivity of candidate screeners performing the scoring. The quality control module may be used to identify keywords in resumes submitted by candidates. The quality control module may determine the number of resumes containing keywords versus the number of resumes selected based on the scoring provided by the candidate screeners. The recruiter terminal may be notified if the percentage of keyword-selected resumes included in score-selected resumes is less than or greater than a predetermined threshold percentage band. The recruitment screening tool may also include a statistical analysis module to determine various statistics regarding resume information. The candidate recruiter may rely on statistics generated by the statistical analysis module to determine if a human candidate screener has unwarranted biases against candidates with particular backgrounds or may determine other statistics regarding candidate backgrounds. 
       FIG. 1  shows a block diagram of a recruitment screening tool  100 . In one example, the tool  100  may be implemented using a network  102 . The network  102  may be an Internet-based, Intranet-based, directly connected, some combination thereof, or may employ other suitable network configurations. In one example, the tool  100  may include a computer device  104 . The computer device  104  may include a processor (P)  106  and a memory  107 . The memory  107  may include one or more memories and may be computer-readable storage media or memories, such as a cache, buffer, RAM, removable media, hard drive or other computer readable storage media. Computer readable storage media may include various types of volatile and nonvolatile storage media. Various processing techniques may be implemented by the processor  106  such as multiprocessing, multitasking, parallel processing and the like, for example. The processor  106  may include one or more processors. 
     In one example, a candidate recruiter may be responsible for reviewing candidate information regarding an open position with a particular employer. In some instances, the number of candidates may be extremely high. However, many candidates may lack the necessary background in one or more categories required for the position. As a result, the candidate recruiter may be required to review substantially more candidate information, such as candidate resumes, than desired due to unqualified candidates applying for an open position. Thus, the candidate recruiter may implement the recruitment screening tool  100  at a recruiter terminal to reduce the amount of candidate information the recruiter must analyze in selecting possible candidates for an open position. As described herein, the term “resume” may at least refer to any single or multiple documents describing an individual&#39;s background in any aspect relevant to a job opening. “Resume” may also include various similar documents such as a curriculum vitae (CV), cover letter, or any other document or documents containing relevant or requested information with regard to a job opening. “Resume” may also refer to both physical documents and documents stored on a computer-readable medium. 
     In  FIG. 1 , the recruitment screening tool  100  may utilize the computer device  104  as a server in a server/client relationship. A recruiter terminal  108  may access the computer device  104  via the network  102  with a computer device  110 . The computer device  110  may include a processor (P)  112  and a memory (M)  114 . The memory  107  may include a database  116 . The database  116  may be configured to store a resume rating criteria  118  and a resume screening scale  120 , as further described below. The resume rating criteria  118  may be preselected by the candidate recruiter or some other individual or group affiliated with the employer having an open position. The resume screening scale  120  may also be predetermined by the candidate recruiter or other affiliated individual or group. 
     Candidates may submit resumes or other information via the network  102  regarding an open position through candidate terminals  122 . In  FIG. 1 , the candidate terminals are individually designated as candidate terminals  1  through N, which may illustrate that any number of candidate terminals  122  may be used by candidates to apply for an open position. The recruitment screening tool  100  may provide a candidate interface system such as an Internet portal or other suitable network connection, allowing each candidate to submit a resume regarding an open position through candidate terminals  122 . As illustrated in  FIG. 1 , each candidate terminal  122  may include a computer device  124  having a processor (P)  126  and a memory (M)  128 . Thus, each candidate terminal  122  may be used by a candidate to access the candidate interface system from a remote location. In alternative examples, the network  102  may be a direct network having a preselected number of candidate terminals  122 , such as a kiosk-type arrangement for example, with access to the candidate interface system. In the alternative example, multiple candidates may submit resumes and other information via the same or different candidate terminal  122  of the preselected computer devices. 
     Each candidate may submit resume information, which may include a resume and other supplemental information relating to personal information, professional information, or other information aspects. The candidate interface system may receive this information and store the information in a resume data set  130 , which may include resumes for each candidate. A candidate screener terminal  134  may also receive the resume data set  130  or indication of additions to the resume data set  130 . The candidate screener may access the database  116  via the network  102  at the candidate screener terminal  134  that may include a computer device  136  having a processor (P)  138  and a memory (M)  140 . The candidate screener may implement the recruitment screening tool  100  via the candidate screening terminal  134 . In one example, the recruitment screening tool  100  may include a plurality of executable modules such as a screening module (SM)  142 . As described herein, the modules are defined to include software, hardware or some combination thereof executable by the processor  106 . Software modules may include instructions stored in the memory  107 , or other memory device, that are executable by the processor  106  or other processor. Hardware modules may include various devices, components, circuits, gates, circuit boards, and the like that are executable, directed, and/or controlled for performance by the processor  106 . The screening module  142  may be configured to screen out resumes of unqualified candidates allowing the recruiter terminal  108  to receive a smaller number of resumes than received through initial submission by the candidates. 
     In one example, the screening module  142  may include a resume scoring module (RSM)  144 . The resume scoring module  144  may receive the resume data set  130  and the resume rating criteria  118 . In one example, the candidate screener may manually compare each individual resume included in the resume data set  130  to the resume rating criteria  118 . Based on this comparison the resume scoring module  144  may generate a score for each resume in the resume data set  130 . The resume scoring module  144  may generate a score data set  146  that includes the generated scores, as well as the resume data set  130  used to reference each score to the respective candidate. The score data set  146  may be received by a candidate selection module (CSM)  148  configured to select resumes of particular candidates having resume scores above or within a particular scoring threshold. 
     In one example, the candidate selection module  148  may implement the screening scale  120  stored in the database. The screening scale  120  may be configured to provide scoring bands (see  FIGS. 4 and 5 ) for comparison to the resume scores, thereby allowing particular resumes to be screened out from consideration by the candidate recruiter. In one example, the screening scale  120  may include a scoring threshold. If a particular resume score is less than the threshold, the respective resume will not be forwarded on to the candidate recruiter at the recruiter terminal  108 . If a particular resume score is greater than the threshold, the respective resume will be forwarded on to the respective candidate recruiter for further consideration. Other scoring band arrangements may be configured, as described with regard to  FIGS. 4 and 5 . 
     The candidate selection module  148  may select resumes to be considered by the candidate recruiter. Score-selected resumes  149  may be identified by the recruitment screening tool  100  based on input from the candidate screener terminal  134  from the candidate screener. The recruitment screening tool  100  may store the score-selected resumes  149  in the database  116  within a score-selected (SSDS) data set  151 . The candidate recruiter may access the database  116  to retrieve the score-selected resumes  149  through the recruiter terminal  108 . The recruitment screening tool  100  may be configured to automatically transmit the score-selected resumes  149  to the recruiter terminal  108  upon respective scoring of each particular resume. In other examples, the recruitment screening tool  100  may be configured to store a predetermined number of score-selected resumes  149  or store score-selected resumes  149  for a predetermined amount of time prior to being transmitted to the recruiter terminal  108  or may alert the recruiter terminal  108  that one or more score-selected resumes  149  are available for review. The recruitment screening tool  100  may be configured to rank the score-selected resumes  149  based on the associated score. In other examples, the candidate recruiter may access the database  107  via the recruiter terminal  108  to receive the score-selected resumes  149  having the highest score first, or the score-selected resumes  149  may be automatically transmitted to the recruiter terminal  108  in descending order of ranking. 
     In  FIG. 1  a single candidate screener is described as interacting with the recruitment screening tool  100 . However, multiple candidate screeners may interact with the recruitment screening tool  100  through a single or multiple candidate screener terminals  134 . For example, multiple candidate screeners may screen candidates with respect to the same open position. In other examples, one or more candidate screeners may be responsible for screening candidates with regard to one or more different open positions. 
       FIG. 2  shows an example of a scoring template  200  that may be implemented by the candidate screening tool  100 . In one example, the template  200  may be accessed by the candidate screener at the candidate screening terminal  134  through the resume scoring module  144  in order to score the resume data set  130  against the resume rating criteria  118 . The candidate screener may provide input into various fields of the template  200 . Each template  200  may include information related to a particular candidate (“Candidate Details”). For example, in  FIG. 2  the template  200  includes a “Candidate Name” input field  202 , and a “Candidate ID” input field  204 . The template  200  may also include a “Name of Screener” input field  206 , “Position Title” input field  208 , and a “Screening Date” input field  209 . In  FIG. 2 , the template  200  is configured for an open position for a firewall engineer. Alternatively, data could be scanned and placed in the template using word recognition technology. 
     The template  200  may be configured to include several categories  210  on which to evaluate a resume. In  FIG. 2 , the example template  200  includes the categories  210  of “Work Experience,” “Knowledge and Skills,” Qualifications,” “Compensation,” and “Written Communication.” Each category may include a category definition field  212  that may be filled by a candidate recruiter to provide a category definition for the candidate screener. For example, a candidate may define the “Work Experience” category as “Demonstrate&#39;s work experience that matches the job description.” In  FIG. 2 , each category definition is shown for each category  210  in the example template  200 . 
     Each category  210  may also include a category example/reference field  214 . The category example/reference field  214  may contain keywords or required criteria provided by the candidate recruiter that the candidate recruiter desires to be present in a candidate&#39;s resume. Each category example/reference field  214 , where applicable, for each category example/reference field  214  is shown in the example template  200  of  FIG. 2 . 
     The candidate screener may score each candidate resume for each category  210 . In one example, the template  200  may include a “Screener Selection” field  216  in which to select a score for a particular category. In one example, the screener selection field  216  may be configured as a drop-down menu as illustrated in  FIG. 2 . In  FIG. 2 , the screener selection field  216  for the work experience category  210  is shown as being dropped down for selection. In  FIG. 2 , the screener selection field  216  may include a plurality of scoring choices from which the candidate screener may choose. In  FIG. 2 , the screener selection field  216  includes generic choices 1 through 4 for illustrative purposes. Each choice may describe a particular degree to which a candidate resume addresses a particular category  210 . Each choice includes a score, with a higher score representing that a candidate resume more appropriately addresses a particular category as compared to a lower score. Each selection for a category  210  may be indicated in a selection indication field  219 . Table 1 provides example choices and associated scores for each of the categories  210 . 
     
       
         
           
               
               
               
             
               
                 TABLE 1 
               
               
                   
               
               
                 Category 
                 Available Choices 
                 Score 
               
               
                   
               
             
            
               
                 Work 
                 Choice 1 - No relevant work experience with 0% 
                 0 Pts. 
               
               
                 Experience 
                 match to requirements. 
               
               
                   
                 Choice 2 - Limited relevant work experience with &lt;40% 
                 1 Pt. 
               
               
                   
                 relevance to requirements. 
               
               
                   
                 Choice 3 - Good level of experience with &gt;60% 
                 3 Pts. 
               
               
                   
                 match to requirements. 
               
               
                   
                 Choice 4 - Highly relevant work experience with &gt;80% 
                 5 Pts. 
               
               
                   
                 match to requirements. 
               
               
                 Knowledge 
                 Choice 1- No relevant knowledge or skills with 0% 
                 0 Pts. 
               
               
                 and Skills 
                 match to requirements. 
               
               
                   
                 Choice 2 - Limited relevant knowledge or skills with &lt;40% 
                 1 Pt. 
               
               
                   
                 relevance to requirements. 
               
               
                   
                 Choice 3 - Good level of knowledge or skills with &gt;60% 
                 3 Pts. 
               
               
                   
                 match to requirements. 
               
               
                   
                 Choice 4- Highly relevant knowledge or skills with &gt;80% 
                 5 Pts. 
               
               
                   
                 match to requirements. 
               
               
                 Qualifications 
                 Choice 1 - No relevant qualification. 
                 0 Pts. 
               
               
                   
                 Choice 2 - Part qualified or studying in progress. 
                 1 Pt. 
               
               
                   
                 Choice 3 - Has all relevant qualifications. 
                 3 Pts. 
               
               
                 Compensation 
                 Choice 1 - If above $5,000. 
                 0 Pts. 
               
               
                   
                 Choice 2 - If within $7,500 above or below. 
                 1 Pt. 
               
               
                   
                 Choice 3 - If within $10,000 above or below. 
                 2 Pts. 
               
               
                   
                 Choice 4 - If within salary band. 
                 3 Pts. 
               
               
                 Written 
                 Choice 1 - Poor grammar/spelling. 
                 0 Pts. 
               
               
                 Communication 
                 Choice 2 - Good use of grammar/spelling. 
                 1 Pt. 
               
               
                   
               
            
           
         
       
     
     As the candidate screener progresses through the template  200  each category  210  may be addressed. With regard to the work experience category  210 , the candidate recruiter may list employers in the category example/reference field  212  that the candidate recruiter prefers candidates to be currently or have been previously employed. As indicated in Table 1, the choices for the screener selection field  216  for particular categories  210  may be based on the percentages of how relevant a candidate&#39;s listed work experience is to the candidate recruiter&#39;s preferences. 
     With regard to the knowledge and skills category  210 , the candidate recruiter may input a list of preferred skills and knowledge in the example/reference field  212 . The candidate screener may compare the candidate recruiter&#39;s list of preferred skills and knowledge to each candidate resume. Based on this comparison, the candidate screener may manually select the best choice from the list in the screener selection field  216 . The choices for the knowledge and skills category  210  may be the choices listed in Table 1, however, other choices may be used by the candidate recruiter. 
     With regard to the qualifications category  210 , the candidate recruiter may input a list of preferred professional qualifications for a candidate to have achieved in the example/reference field  212 . The candidate screener may compare a candidate&#39;s resume to the choices in the screener rating field  216  for the qualifications category  210  and select the appropriate choice. With regard to the compensation category  210 , the candidate recruiter may select a reference salary/compensation for an open position. For example, in  FIG. 2 , a salary of $55,000 has been established as the reference compensation. The choices may involve how closely a candidate&#39;s compensation request is to the reference salary, such as described in Table 1 for example. With regard to the written communication category  210 , the candidate recruiter may desire that the candidate screener determine a candidate&#39;s written communication skills level based on the candidate&#39;s resume. Table 1 provides an example of the choices from which the candidate screener may select to evaluate written communication skills of a candidate  122 . 
     Upon selection of a choice for each category  210 , the associated score may be generated in the scoring field  218 . The scores for each category  210  may represent sub-scores that are summed by the recruitment screening module  142  to generate a final score appearing in a final score field  220 . The template  200  may also include comment fields  223  that may be used by the candidate screener to enter various comments that may be later viewed. Each completed template  200  may be stored in the database  116  or other memory location. A candidate recruiter may retrieve the templates  200  via the recruiter terminal  108  to review the scoring selections of the candidate screeners, or the completed templates may be automatically transmitted directly to the recruiter terminal  108 . In one example, each of the score-selected resumes  149  may be stored in the score-selected (S-S) resume data set  151  along with the associated completed template  200 . Each score-selected resume  149  retrieved by or transmitted to the recruiter terminal  108  may automatically include the associated completed template  200 . 
       FIG. 3  is an example of the template  200  completed by the candidate screener via the candidate screener terminal  134  using the scoring criteria in Table 1. The candidate in the example of  FIG. 3  has a final score of 14 out of a maximum possible score of 17 points. Upon generation of the final score, the score may be compared to the screening scale  120  by the candidate screening module  148 .  FIG. 4  is an example screening scale  120  in which any final score greater than 11 points results in the candidate&#39;s resume being selected for forwarding to the recruiter terminal  108  and is designated as “PASS.” A final score less than 12 points results in a candidate&#39;s resume not being selected for forwarding to the recruiter terminal  108  and is designated as “FAIL.” 
       FIG. 5  shows an alternative screening scale  120  in which a score greater than 12 points results in a candidate&#39;s resume being forwarded to the recruiter terminal  108 . A score of less than 11 points results in the candidate&#39;s resume not being forwarded to the recruiter terminal  108 . A score of 11 points or 12 points results in the resume being designated as BORDERLINE. The resumes designated as BORDERLINE may provide a distinction from the resumes having higher resume scores. The resumes having higher resume scores in the PASS score range may be reviewed by the recruiter prior to the resumes within the BORDERLINE score range. 
     Although the recruitment screening tool  100  is configured to reduce the amount of resumes received by the candidate recruiter, the candidate recruiter may not be able to monitor the quality of the candidate screener utilizing the screening module  142 . In the example system of  FIG. 6 , the recruitment screening tool  100  may include a quality control (QCM) module  600 . As described with regard to  FIG. 1 , each candidate resume may be stored in the resume data set  130 . The quality control module  600  may receive the resume data set  130  containing all current resumes or may receive each resume one-by-one as the resume is stored in the resume data set  130 . The quality control module  600  may implement a keyword search module (KSM)  602  on the resumes in the resume data set. The selected keywords may be predetermined, such as by the candidate recruiter, or may be extracted from the information in the template  200 . The keyword search module  602  may identify resumes from the resume data set  130  having a predetermined amount of keywords, certain combinations of keywords, or some other criteria for filtering based on keywords being present in the resumes. 
     The keyword search module  602  may provide keyword-identified (K-I) resumes  604  to a comparison module (CM)  606 . The comparison module  606  may compare the keyword-identified resumes  604  to the score-selected resumes  149 . The comparison module  606  may determine the percentage of keyword-identified resumes  604  included in the score-selected resumes  149  resulting from the manual scoring by the candidate screener. The comparison module  606  may generate a comparison results data set  608 . In one example, the comparison results data set  608  may include a percentage of resumes in the keyword-identified resumes  604  that are also included in the score-selected resumes  149 . In alternative examples, the comparison module  606  may compare the number of keyword-selected resumes  604  to the number of score-selected resumes  149 . 
     The comparison results data set  608  may be provided to a threshold detection module  610 . The threshold detection module (TDM)  610  may be configured to generate a quality alert  612  when the percentage included in the comparison results data set  608  is outside a predetermined threshold percentage band. The quality alert  612  may be transmitted to the recruiter terminal  108  to notify the candidate recruiter that a particular candidate screener may be failing to identify candidates that the candidate recruiter would prefer to also evaluate. The quality alert  612  may also be transmitted to the recruiter terminal  108  to notify the candidate recruiter that a particular candidate screener may be identifying too many candidates as possibilities through the scores being manually selected by the candidate screeners. 
     The quality alert  612  may be beneficial if the candidate screener who has control of the candidate screening prevents the recruiter from viewing resumes or provides too many due to incorrect scores. Thus, the quality alert  612  allows the candidate recruiter to have a quality control measure to ensure that the candidate screener is accurately scoring the candidate resumes objectively. The predetermined threshold of the threshold detection module  610  may be set at a percentage band that allows the candidate screener some discretion in scoring the resumes such that the recruiter terminal  108  is not notified in every instance of a resume not scored correctly by the candidate screener being identified by the keyword search module  602 . 
     A candidate recruiter may desire to receive various statistics regarding candidates  122  with respect to various reference factors.  FIG. 7  shows the recruitment screening tool  100  as including a statistical analysis module (SAM)  700  configured to perform various statistical analyses with regard to the resume data set  130 . In one example, the statistical analysis module  700  may include the keyword search module  602 . As similarly described with regard to  FIG. 6 , the keyword search module  602  may identify predetermined keywords in resumes contained in the resume data set  130 . The predetermined keywords may be selected by the candidate recruiter. The predetermined keywords may be directed towards categories, such as those described with regard to the template  200 , as well as towards other categories, such as education, personal background information, non-professional activities, organizations, etc. 
     The keyword selection module  602  may identify the plurality of keyword-identified resumes  604  containing a predetermined number of keywords. The keyword-identified resumes  604  may be provided to a content analysis module (CAM)  702 . The content analysis module  702  may be configured to analyze the keyword-identified resumes  604  and the score-selected resumes  149  to determine particular content associated with the keyword-identified resumes  604  and the score-selected resumes  149 . The analysis involved with the content analysis module  702  may be associated with identifying phrases or relationships between keywords identified with the keyword search module  602  to determine if particular content is present in the keyword-identified resumes  604  and the selected resumes  149  such as specific educational backgrounds (e.g., particular universities) or professional activities (e.g., IEEE). 
     The content analysis module  702  may generate the identified resume content data set  704 . The resume content data set  704  may be received by a statistics generator (SG) module  706 . The statistics generator module  706  may be configured to determine various statistics with regard to the resume content data set  704 . For example, a candidate recruiter may desire to know how many candidates attended a particular university and/or had a particular major. The statistics generator module  706  may be configured to make such assessments. Furthermore, the statistics generator module  706  may be configured to generate statistical comparisons of the score-selected resumes  149  and the keyword-identified resumes  604 . For example, a candidate recruiter may desire to determine if the candidate screener has some unwarranted bias against candidates having particular backgrounds. The statistics generator module  706  may be configured to generate statistics regarding the number of candidates having particular backgrounds whose resumes are included in the keyword-identified resumes  604  compared to the candidates&#39; resumes present in the score-selected resumes  149 . In one example, an analysis factors data set  710  may be implemented by the statistics generator module  706 . The analysis factors data set  710  may be predetermined by the candidate recruiter or other party and stored in the database  116 . The analysis factors data set  710  may be configured to provide the statistics generator module  706  the various aspects for determining the statistics in the statistics data set  708 . 
     Thus, based on such statistics, the candidate recruiter may determine if a candidate screener may have unnecessary and/or inappropriate biases against candidates due to some particular quality of a candidate described in the candidate&#39;s resume. The statistics generator module  706  may be configured to generate a statistics data set  708  including statistics generated by the statistics generator module  706 . The statistics data set  708  may be transmitted to the recruiter terminal  108  and/or stored in the database  116 . 
       FIG. 8  is an example operational flow diagram of the recruitment screening tool  100  shown in  FIG. 1 . At block  800 , the resume rating criteria  118  may be established. In one example, the resume rating criteria  118  may be predetermined and stored in the database  116 . At block  802 , the screening scale criteria  120  may be established. In one example, the screening scale criteria  120  may be predetermined and stored in the database  116 . At block  804 , resume data for a candidate may be received. In one example, the candidate screener may receive the resume data set  130  from the database  116  via the network  102  at the candidate screener terminal  134 . The resume data set  130  may include one or more candidate resumes to be reviewed by the candidate screener. 
     At block  806 , a candidate resume may be manually scored by the candidate screener based on the resume rating criteria  118  with the resume scoring module  144 . In one example, the resume scoring module  144  may be used in manner such as through the template  200  at the candidate screener terminal  134 . The candidate screener terminal  134  may generate a score through candidate screener input for a resume of a candidate based on a comparison between the candidate resume and the resume rating criteria  118 . The template  200  may receive a plurality of sub-scores selected by the candidate screener and the resume scoring module  144  may generate an overall resume score for a resume by summing the sub-scores associated with the resume. At block  808 , the recruitment screening tool  100  may compare the score generated by the resume scoring module  144  to the screening scale  120 . In one example, the candidate selection module  148  may perform the comparison. The screening scale  120  may vary in configuration as described with regard to  FIGS. 4 and 5 . At block  810 , a determination may be made as to whether or not the scores generated at block  808  are to be forwarded to the recruiter via the recruiter terminal  108  based on the screening scale  120 . If the score is deemed passing, the score-selected resume  149  may be forwarded to the recruiter terminal  108  at block  812 . Upon forwarding the score-selected resume  149  or upon determining the resume is to not be forwarded to the recruiter, at block  814  a determination is made if there are other candidates for a position being screened by the candidate screener. If other candidates exist, at block  816  the current candidate may be updated to the next resume in the resume data set  130 , and the screening process may be performed beginning at block  804 . 
       FIG. 9  is an example operational flow diagram of the recruitment screening tool  100  shown in  FIG. 6  including the quality control module  600 . At block  900 , resume data set  130  may be received by the quality control module  600 . The resume data set  130  may include resumes of various candidates for one or more position openings. At block  902 , a keyword search of the resume data set  130  may be performed by the keyword search module  602  to identify keyword-selected resumes  604  in the resume data set  130  having the keywords predetermined or selected by the keyword search module  602 . At block  904 , a comparison may be performed by the comparison module  606  between the score-selected resumes  149  and the keyword-identified resumes  604  by keyword search module  602  to determine a percentage of the keyword-selected resumes  604  also included in the score-selected resumes  149 . 
     At block  906 , the determined percentage may be compared by the threshold detector module  610  to a predetermined threshold percentage band. If the comparison results are outside a threshold band, the quality alert  612  is sent to the recruiter terminal  108 . If the results are within the threshold band, the quality control module  600  performance may end. Alternatively, the quality control module  600  may continuously or periodically operate such allowing running comparisons by the comparison module  606 . 
       FIG. 10  shows an example operational flow diagram describing an operation of the recruitment screening tool  100  shown in  FIG. 7  including the content analysis module  600 . At block  1000 , resume data set  130  may be received by the content analysis module  700 . The resume data set  130  may include resumes of various candidates for one or more position openings. At block  1002 , a keyword search of the resume data set  130  may be performed by the keyword search module  602  to identify the resumes in the resume data set  130  having the keywords predetermined or selected by the keyword module  602 . 
     At block  1004 , a content analysis may be performed by the content analysis module  702  between the score-selected resumes  149  and the keyword-identified resumes  604  based on the keyword search module  602  to generate the resume content data set  704 . At block  1006 , a statistical analysis may be performed on the resume content data set  704  by the statistics generator module  706 . At block  1008 , the statistics data set  708  may be generated by the statistics generator module  706 . The statistics data set  708  may be uploaded to the database  116  for subsequent download by the recruiter terminal  108  or may be directly transmitted to the recruiter terminal  108 . 
     While various embodiments of the innovation have been described, it will be apparent to those of ordinary skill in the art that many more embodiments and implementations are possible within the scope of the innovation. Accordingly, the innovation is not to be restricted except in light of the attached claims and their equivalents.