I took the survey, and would have done a 20-minute phone screen with five out of the six resumes I got. All six were basically qualified for their roles. That

I took the survey, and would have done a 20-minute phone screen with five out of the six resumes I got. All six were basically qualified for their roles. That is vastly different from reality. When I post job ads, at least 25% of the resumes I get are completely unlike the job requirements, and another 50% superficially match but are obviously unqualified. The remaining 25% look like the resumes I saw in the survey. When I get resumes from recruiters, I generally don't get any of the "didn't even read the ad" resumes, but I still get about 1/3 obviously unqualified candidates. So overall, a resume filter lets me skip hundreds of useless phone screens or face-to-face interviews. I may lose a few good candidates in that process, but not many. I'm really not sure why this author is trying to use resumes to decide whether to interview these candidates. Once you have them filtered to this level, a quick phone screen gives you much better information than a resume, and doesn't take too much time.