- 14/08/2016Dr. Margaret Aranda: Stirring Authors AlongDr. Margaret Aranda: Stirring Authors Along "You should write a book." TEAM Effort: beBee Authors & "Wanna-beBeee Authors! Working
- Producer12/08/2016Simple 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...
Comments13/08/2016 #25 Jennifer SchultzAbsolutely @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. :-) #2413/08/2016 #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.13/08/2016 #21 mohammed khalafThere 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.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!
#1813/08/2016 #18 Anonymous#16 Well @Jennifer Schultz, I'm 100% about putting the Humanity back in HR, we'd likely make a kick ass team. ;) The very first article I ever posted in the ether, for one of my very valued social media connections who hasn't made it to bebee yet and an amazing human being: https://www.linkedin.com/pulse/love-your-job-life-bryan-parsons In my maybe educated maybe not opinion though, recruiters who do not value people and the relationship factor will be obsolete in the near future regardless as algorithms are going to take over their 'expertise'. AKA, the spamming pre-screening aspect they call recruiting these days will happily be taken over by machines.13/08/2016 #17 Jennifer SchultzTo 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! :-) #1513/08/2016 #16 Jennifer SchultzThanks 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!
#1313/08/2016 #15 Brian McKenzieAnd 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?/13/08/2016 #13 AnonymousHi @Jennifer Schultz! Loved this. Great, straight forward advice. And oh I just laughed so hard about inappropriate email addresses.... I work in IT recruiting and am more of a classic networker over job boards. Relationships are key to beating the black hole ats nonsense and often impersonalized direction of our industry. I do use Dice a lot though and the other day I was looking at a 150k candidate for a high profile position who chose to link their Dice account to their Twitter so the first thing I saw, from the recruiter portal on Dice, on this person's account was their recent twitter activity below the title etc, to include multiple likes of butt naked lady pics (the non artsy nasty kind). Yup. True story.13/08/2016 #10 Jennifer SchultzI 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.
#713/08/2016 #9 Margaret Aranda, MD, PhDThe 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!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.12/08/2016 #6 Jennifer SchultzThanks @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! #512/08/2016 #5 Alex AberleGood 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.