Resume Screening
Every application screened. Every decision explained.
Gia screens every inbound CV against your role criteria and ranks applicants with a score and explanation for each. No more deciding which 200 resumes to read first.
AI CV Parsing
Gia reads every CV — structured or unstructured — and extracts skills, experience, and role relevance automatically.
Role-Fit Scoring
Every application gets a match score based on your specific role criteria — skills, experience, and requirements weighted your way.
Ranked Shortlist
Gia delivers candidates in ranked order — top matches first. Recruiters open the list, not a pile of unread CVs.
Bulk Processing
100 applications or 1,000 — Gia screens them all in the same time. No queue, no backlog.
What is Resume Screening?
Resume Screening is AI resume screening software that evaluates every inbound application against a role's defined criteria, scores and ranks all candidates, and delivers an ordered shortlist so recruiters review only the most qualified applicants-regardless of application volume.
How it works
How Gia screens every resume
Deciding which 200 resumes to read first - strongest candidates buried in the pile
Gia scores every CV against your role criteria and explains the decision for each applicant
Every applicant scored. Ranked list with explanations - not a pile of unread CVs
Criteria ingestion
Gia reads the role criteria - required skills, years of experience, education level if specified, and any role-specific requirements. This becomes the scoring rubric.
Parse and extract
Gia parses every inbound CV - PDF, Word, and plain text - extracting skills, experience, education, and relevant signals regardless of resume layout.
Score and explain
Each candidate is scored against the criteria. Gia explains what it found in the resume for each criterion - whether met, partially met, or not met.
Ranked list delivered
Candidates are ranked by score. Recruiter opens to a ranked list with explanations - not a pile of unread CVs.
What Gia does
What you see
No candidate is dropped because they arrived at application number 61. Gia evaluates all 100 - against the same criteria configured in the Recruitment Plan.
Platform
How Resume Screening connects to the platform
Resume screening prioritises which candidates Gia calls first.
Resume screening is configurable as the first step in a GIA Loop before the call.
Screening criteria are set in the requisition and applied automatically.
Resume-to-screen conversion rates tracked in the analytics dashboard.
See this in action
See how Gia handles Resume Screening for a real role.
Tell us one role you're working on. We'll show you Gia running it live - 20 minutes, your actual criteria.
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- Your actual role
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FAQ
Resume Screening - common questions
Gia screens against job-related criteria — skills, experience, location, education requirements — that you configure. Protected characteristics are not screening criteria. The screening is applied consistently to every application. Your HR and legal teams should review the specific criteria you configure to ensure they are grounded in bona fide occupational qualifications. Gigin provides audit logs of every screening decision for compliance review.
Yes. Every screening decision — screen in, screen out, or review — includes a detailed explanation showing which criteria the candidate met, which they missed, and what supporting signals were present. This explanation is available in the candidate workspace for every application Gia has processed.
The recruiter can override any screening decision with one click — advancing a candidate Gia screened out or declining a candidate Gia ranked highly. Override decisions are logged and can be used to refine Gia's criteria for the next batch. The recruiter's judgment always takes precedence.
Gia assesses the evidence of skills and experience regardless of career path linearity. A career changer with demonstrable relevant skills in a non-traditional background will score on the criteria they meet, not be penalised for an unconventional path. Employment gaps are flagged as informational signals, not automatic disqualifiers. The recruiter reviews flagged cases before making a final decision.
Gia processes PDF, Word (.docx), and plain text resumes. Highly formatted or image-based resumes (scanned documents, creative PDFs) may have lower parsing accuracy — Gia flags these for recruiter review rather than scoring with low confidence.
Traditional ATS keyword filtering ranks candidates by how many times relevant keywords appear in the resume — a proxy for fit that rewards keyword stuffing and penalises non-standard language. Gia's screening understands context — it knows that 'managed a book of business' and 'owned enterprise accounts' describe similar experience, and it assesses the actual evidence of skills rather than their exact phrasing.
Have questions? We're here to help.
Reach out to our team and we usually reply within one business day.
Let's talk
See Gia screen a real applicant pool.
Book a 20-minute walkthrough with our team. Bring a real role - we'll run it through GIA live and you'll walk away with a concrete plan.
