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HealthCare Administration: Hiring and Firing - beBee

HealthCare Administration: Hiring and Firing

~ 100 buzzes
  1. Margaret Aranda, MD, PhD
    Dr. Margaret Aranda: Stirring Authors Along
    Dr. Margaret Aranda: Stirring Authors Along
    Dr. Margaret Aranda: Stirring Authors Along "You should write a book." TEAM Effort: beBee Authors & "Wanna-beBeee Authors! Working
  2. ProducerJennifer 🐝 Schultz
    Simple Reasons Your Resume May End Up in the Trash
    Simple Reasons Your Resume May End Up in the TrashSimple Reasons Your Resume May End Up in the TrashEvery day I see candidate's resumes. I see the good, the bad and the truly ugly.Jennifer Schultz, RecruitmentQueenI coach job seekers all the time about how important their resume is. You may be...


    Jennifer 🐝 Schultz
    13/08/2016 #25 Jennifer 🐝 Schultz
    Absolutely @CityVP 🐝 Manjit - as with all technology - most systems are put in place to save time for the user and there are those that will try to get around it. I'd love to be able to reach those job seekers that continue to apply for jobs that they do not qualify for, as it's a time waster for both job seeker and the HR industry. I try to always speak to both sides of employers and job seekers challenges. :-) #24
    CityVP 🐝 Manjit
    13/08/2016 #24 CityVP 🐝 Manjit
    #10 With ATS systems like Taleo candidates who apply for jobs they don't qualify for, that would actually serve to hurt the candidate since ATS is a log, if anything once candidates realize that automated systems take account of their past behaviours, that will eventually see candidates being more careful about targeting jobs they are qualified for - what wastes a recruiters time also now can serve as a black mark against the candidate if they maintain the habit of wasting recruiters time. Also they kick themselves in the foot because of their failure to relate job specifications with their actual talent. There will be people who will figure out how to game the system and that is the actual drawback of automated systems - this way one is not getting the best candidate but the Machiavellian candidate that knows how to play the system. While recruitment is not the same thing as HR, it such outcomes that lead to HR gaining a bad rap - it is a systemic issue, which having read your prior pieces I am sure you are equally aware of and just as wise to.
    mohammed khalaf
    13/08/2016 #23 mohammed khalaf
    Ok my dear what shall doing in future ?#22
    Jennifer 🐝 Schultz
    13/08/2016 #22 Jennifer 🐝 Schultz
    Completely true Mohammed - great that you are seeing beyond just the resume, to the whole person. #21
    mohammed khalaf
    13/08/2016 #21 mohammed khalaf
    There are over thousand resume opening every year in foreign company which is work in iraq and I introduce to that company , why should anyone return to me ? say is call you beyond and contact you , I will win my guests hearts and therefore earn their continuous business, EVEN IF I fail in contact with them . Efficient does not always mean effective, and this a perfect example of it. The skill of service doesn't matter if you don't have a hospitable heart.
    Jennifer 🐝 Schultz
    13/08/2016 #19 Jennifer 🐝 Schultz
    @Melissa Hefferman - well this all makes sense now - I connected with Bryan about 2 years ago! And I will make sure he makes it over to beBee! If we both have asked - he'll just have to! I think what is happening in HR is that if the "pack" is doing something one way, the rest follow. I'm going to read your story in the am - and you can check out my story too - https://www.bebee.com/producer/@jennifer-schultz-pennsylvania/putting-the-human-back-in-human-resources - maybe we can collaborate on some HR stuff so we can get more buzz going on beBee!
    Jennifer 🐝 Schultz
    13/08/2016 #17 Jennifer 🐝 Schultz
    To be honest @Brian McKenzie - I don't care what font is used as long as the resume is organized, contains relevant content and makes me want to call the candidate. Now - that doesn't mean that I want someone to turn in pink paper with a perfume scent like Elle Woods in order to stand out! :-) #15
    Jennifer 🐝 Schultz
    13/08/2016 #16 Jennifer 🐝 Schultz
    Thanks Melissa - Ugh! I know what you mean - I sometimes don't understand why people actively seeking jobs don't understand that we are going to check out your social media accounts. It's funny what you say about ATS being impersonal - I just wrote an article 2 weeks ago about putting the human back in human resources. One of my pet peeves is when I hear employers calling candidates "human capital" - so dehumanizing. Thanks for reading!
    Brian McKenzie
    13/08/2016 #15 Brian McKenzie
    And of course don't use Times New Roman font. It has the stodgey odor and stain of the last century and clearly paints you as someone that is not innovative, creative or aggressive. It is the grey fat sweat pants of fonts - that you have worn too often and not washed enough. 8?/
    Jennifer 🐝 Schultz
    13/08/2016 #12 Jennifer 🐝 Schultz
    Thanks @Margaret Aranda, MD, PhD - just trying to help job seekers who may be frustrated, to understand that it could be something simple that is keeping them from getting that much desired interview call. :-) #9
    Jennifer 🐝 Schultz
    13/08/2016 #11 Jennifer 🐝 Schultz
    Thanks David - it would be great if we could lift the 3 hive share - as there are so many hives that some buzzes qualify for - I appreciate the read and the share! :-) #8
    Jennifer 🐝 Schultz
    13/08/2016 #10 Jennifer 🐝 Schultz
    I agree @Erroll -EL- Warner - but these systems were originally put in place to help employers who were inundated with too many resumes and too many that were unqualified. I can vouch that some candidates are applying for jobs that they don't qualify for - like a welder applying for a nursing position, or a waitress applying for an executive assistant. The goal was to create a program that weeded out candidates that were unqualified and put the ones that were, at the top of the pile. And yes, I agree that these ATS systems can make employers miss out on a great candidate. Especially if a resume is poorly written. It is a big challenge, some employers get hundreds or thousands of resumes a week and lack the manpower to handle that. Smaller companies don't usually use ATS systems and are more hands on when it comes to recruiting.
    Margaret Aranda, MD, PhD
    13/08/2016 #9 Margaret Aranda, MD, PhD
    The simple, basic human touch is not enough when one needs a job. Relying on a professional such as yourself, as you clearly show, is a measure of respecting your niche and skills. So, hat's off to you and all the HR Departments this article is sure to use! Great post!
    David B. Grinberg
    13/08/2016 #8 David B. Grinberg
    Good tips, @Jennifer 🐝 Schultz. Thanks for this helpful buzz. I've shared this in the "Online Jobs" hive (2K bees).
    Erroll -EL- Warner
    12/08/2016 #7 Erroll -EL- Warner
    #4 Why recruiters need an ATS system looking for key words in a resume?. That could result in the ruling out skillful, educated and talented individuals. The Human Resources and recruitment system is totally broken. Everyone seem to have their own requirement. That ATS system certainly allow for the recruitment of the wrong applicants which result into huge turn over at many organizations. Companies are eliminating Human Resources in many of their outlet locations. This is how they plan to recruit using the ATS system.
    Jennifer 🐝 Schultz
    12/08/2016 #6 Jennifer 🐝 Schultz
    Thanks @Alex Aberle - I couldn't agree more about the job duties vs. accomplishments - I often see resumes that are more like internal job descriptions listing every responsibility the person had. Thanks for reading! Looking forward to reading some buzzes from you! #5
    Alex Aberle
    12/08/2016 #5 Alex Aberle
    Good and straightforward read, @Jennifer 🐝 Schultz. I agree with your comments. Additionally, the content and its relevance is key. I see plenty of resumes and CVs that have a long list of job duties vs. accomplishments. It sometimes appears that the entire job description was copied and pasted into the resume. As a hiring manager, I always wanted to see the value an applicant added to an employer in every position listed on the resume.
    Jennifer 🐝 Schultz
    12/08/2016 #4 Jennifer 🐝 Schultz
    Hi @Erroll -EL- Warner - I agree that the system is challenging to understand - and that there can be a lot of different answers and expectations from recruiters when looking for a job. To clarify - content is king on a resume - I'll be covering this in another buzz - but, basically some standard practices that I recommend are making sure that you are clear and concise with the proper keywords that reflect your career history as this is what many ATS systems and recruiters look for. You only have a short window of time for a recruiter to scan - yes, scan your resume. So, based on your experience, most likely your resume will be about 2 pages - it is very challenging for anyone to have a one page resume that is effective when you have solid years of experience. As far as recruiters saying that your LinkedIn or beBee profile is enough - that may be acceptable to them - however, many employers still require you to submit a formal resume. We haven't transitioned yet to online profiles being fully welcomed - as in some industries, some employers aren't even on social media or using it to source candidates. Yes, anything you publish is visible to a recruiter - but it is relevant to your job search? That's what you have to look at. Hope this helps. #3
    Erroll -EL- Warner
    12/08/2016 #3 Erroll -EL- Warner
    Jennifer the system seem to be broken. Some recruiters say no more than one page. Others say three pages are acceptable. Who is right?. Is a LinkedIn, bebee profile acceptable. If someone is a constant contributor or commentator on both sites will that be visible to someone accessing your profile?. I have an article --Grand Master-- on LinkedIn. Accessing my profile will that be visible . Just curious. It seem as if no one knows when they are right.
    Jennifer 🐝 Schultz
    12/08/2016 #2 Jennifer 🐝 Schultz
    I hope so too @Mohammed A. Jawad - I'll tackle content and other resume issues in one of my next buzzes. :-)