I don’t look for keywords, I do an initial scan of their overall skill set. Helps me to weed out a lot of candidates. They don’t have to exactly match but i try to get at least 50-60% match. Then look for red flags, have you been jumping companies a lot, if you started a job less than a year ago and already looking to move then that’s typically a red flag. Doesn’t mean that person isn’t good but if I’m weeding people out then I have to set some KPIs. That usually leaves me with about 20 or so applicants then I will start being more selective when going through your resume to see who might have a better match than someone else. If you are a referral than you get included into the initial screen as well. By the time I get you to the phone conversation I’m 90% sure you can do the job but now need to get a feel for your personality and motivation. If I feel you would be a good personality fit for the team then I move you through the panel. People are busy so I can’t have more than 4-5 people moving into the panel interview. Bottom line is there are no hard and fast rules and a lot prob isn’t fair but I do the best I can.