Resume scanning/filtering is a real problem. Generally I start classifying resumes into two piles: those that put everything they know on their resume, and tho

Resume scanning/filtering is a real problem. Generally I start classifying resumes into two piles: those that put everything they know on their resume, and those that include a handful of relevant, interesting pieces of knowledge with a few lines of job experience to back those up. When "everything they know" fits on four pages, in my experience they aren't worth interviewing. When "interesting pieces of knowledge" makes me want to ask more questions about what they did, in my experience they are worth interviewing. Unfortunately the HR system scans for keywords, which makes the "interesting pieces of knowledge" resume less likely to get through HR and "everything they know" more likely to get through HR, which is the opposite of what I want to see. HR needs to either admit that they need to hire a developer to scan resumes instead of using automated software or just admit defeat and pass all resumes on, regardless of source or quality. They just are not capable of filtering software developer resumes in their current form.