Résumés = Rejection

5 things I wish recruiters would consider before throwing away a resume…and how one local company is changing the game when it comes to online portfolios.

The Stress

There’s no doubt about it, when it comes to finding a new job, the experience is anything but enjoyable. The anxiety and overall stress of filling out a 6 page application as well as the anticipation of waiting to hear back from a company, are just a couple of the burdens that hang with you when applying for your dream job.

There’s no bigger self-esteem crusher like opening your email and seeing the first message in your inbox say, “Thank you for your interest in our company, but at this time, we have decided to move forward with other candidates”. That’s the worst, isn’t it? But we’ve all been there…spruced up our resumes to match a job description with our work experience. If you’re lucky enough to even get a call for an informal phone screen, you’ve made it further than most do in today’s job hunt.

The Waiting Game

More often than not the amount of let downs outweigh the offers when it comes to job-hunting, unless of course you have been the director of a company for the last 10 years…then you might have a better shot. According to John Sullivan, an HR thought specialist out of Silicon Valley, “The average recruiter spends a mere 6 seconds reviewing a resume before moving to the next one”. What does this mean to YOU? You better have something that catches an HR reps eye quickly if you even want to be considered for the role you just spent 30 minutes applying to.

What happened to the days when there were no online applications? I remember when I was 15 I walked into a local frozen yogurt shop and asked for a paper application. I think that might have been the first yet last time I have ever filled out a job application and returned it in person within 15 minutes. This brings me to my next point. Since our world is vastly becoming digital and the ways of getting a job now days have diversified, keeping up with online trends can be difficult hence why there are certain things I wish HR recruiters today would understand.

5 Things recruiters need to know

1. We DO have relevant experience — During a career change, many candidates take it upon themselves to self-teach the skills that a company is asking for. Even though the experience on our resume may not reflect the 20 bullet points you have provided, we may have those bullet points figured out, just in a different sense. For example, a marketing major who has done field marketing and brand management for over 5 years may suddenly want to dive into digital marketing. Digital marketing requires the use of ecommerce technology, Google Adwords, SEO, PPC, content writing and more. One might take it upon themselves to learn how to build a website and write their own articles to showcase how they can better fit into a role, but HR representatives would not know this unless they visited the website, saw the work or even asked the candidate how they have the relevant skills to complete the tasks given. Six seconds of viewing someone’s resume would not allow a recruiter to even dive into this portion of a candidates work.

2. Our passions are our indicators that we want to learn and grow with your company– We obviously wouldn’t be applying to the job unless it interested us. We all have dream jobs, and wouldn’t be able to get there unless YOU the employer gave us the chance. Too many times I have seen employers pass on certain candidates because they just “didn’t have enough experience”. How are we supposed to gain the experience if you aren’t willing to teach it to us? My point here is, well-rounded companies let people intern and give passionate people a chance at proving themselves. Companies that allow interns (paid or unpaid) to work for them for short periods of time, 9 times out of 10 end up hiring them full time after the internship.

3. In-person interviews or Skype conversations are highly more effective than phone screens. — You will find out so much more about a person by interviewing them face to face rather than speaking with them over the phone, or even better just reading what they have to say on a piece of paper. My point here is, Johnny who has worked in sales for 5 years might have a hell of a resume, but might have absolutely no personality when you meet him in person. While Sally on the other hand might have zero years of work experience, but can talk up a storm and entertain you for more than 5 minutes, and better yet might be a better fit culturally for your company.

4. We’re not robots. — Talk to us like normal human beings. Don’t just start off the conversation drilling us with questions. In any interview situation, people get nervous. It’s human nature to get a little nervous when you care about something. My advice to recruiters is please do your best to talk to us as if it’s a conversation and not an interview. Drilling us with question after question is almost ensuring that we are going to mess up and even worse will make us present you with falsified answers. The interviews that I have been on and have received job offers for, were conducted in conversational settings.

5. Email us back — plain and simple. I can’t tell you how annoying it is when you are waiting to hear back from a company about a position you applied for, and you NEVER hear back. Even if you don’t want to consider us for the role…take 5 seconds out of your day (or give us that horrible automated decline email) to at least send us a courtesy that you have moved on with other candidates. Don’t leave us hanging.

If employers would consider these 5 things when searching through the hundreds of applicants they receive after posting a job, they would not only find higher quality candidates, but would find people who truly want to work and grow with their company.

Industry Game Changers

One local company is changing the way the San Diego nightlife and restaurant industry finds and hires qualified candidates. Through online portfolios, daily email marketing, and partnering with the right nightlife and restaurants in the area, Jointheindustry.com is capturing a large following by their marketing and networking tactics. As a local startup, “Industry” has really shown users that branding yourself online is just as important as making connections in the industry.

Industry allows employers to post jobs on their website, and allows potential employees to build a profile, search for jobs, and connect with others. I would like to think of Industry as the Facebook of online recruiting. Once you have built a profile, you can connect with others, upload your previous work and even post online videos of yourself in action. They also interview and blog about people in the industry that have recently gotten hired from using their website to show to others how easy it is.

This all circles back to my 5 points that I wish HR reps would consider before throwing away our resumes. Jointheindustry.com has really changed the game when it comes to online portfolios. If every company in the world had an HR system like Industry’s more and more people would see that finding the right candidate for the job is easier than a 5-step interview process. If companies would take the time to invest in creating online portfolios like Industry’s, then hiring wouldn’t be so difficult, and would ultimately cut hiring time down to a few days rather than a few weeks.

Resumes = Rejection

In conclusion, I’ve come to realize that things just aren’t the way they used to be. Resumes as we know them are slowly going to disappear. Online portfolios, LinkedIn Profiles, and being connected virtually are how one will obtain their dream job in today’s society. Keeping up with today’s digital trends are so important, and branding yourself through online marketing will only help further your opportunities.

Find out more about Nicole @ www.nicolehportfolio.com

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