Your Resume vs. Oblivion
In a piece by Lauren Weber (no relation) in yesterday’s Wall Street Journal, “more companies rely on technology to winnow out less-qualified candidates.”
“Recruiters and hiring managers are overwhelmed by the volume of resumes pouring in, thanks to the weak job market and new tools that let applicants apply for a job with as little as one mouse click. The professional networking website LinkedIn recently introduced an ‘apply now’ button on it s job postings that sends the data in a job seeker’s profile directly to a potential employer.”
To “cut through the clutter” many large and midsize companies have turned to applicant tracking systems to search resumes for the right skills and experience.
My frustration as a recruiter?
We have worked with some of these large companies, such as Citibank and Cablevision, who utilize tremendous tracking databases to store the resumes of everyone that has ever applied. Despite their tracking systems, they have engaged us to recruit talent for positions that are a challenge to fill. These systems are not foolproof; they don’t account for a candidate who may have added new skills and not included them on the resume, or who have not highlighted their responsibilities in a way that allows the system to identify them as viable. We take the time to become acquainted with a candidate before we present them, asking pertinent questions and delving deep into their experience and skills. But when we present a candidate that is “already in the system” we are cut out of the loop.
My feeling on this? Then don’t interview the candidate after we present them! If you already “knew” this candidate, and had not pursued them for the position, they must be treated as “new” in light of the introduction we make that highlights why they are relevant and appropriate for the role.
Perhaps for positions that do not require a specialized skill set this type of software is a convenience, but if you seek sophisticated direct and ecommerce marketers, there is no substitute for a trained eye and a live conversation.
To read the piece in its entirety, click here.
In Resumes