6 Recruiter Tips To Getting Your Resume Seen And Landing An Interview

According to the career website, Ladders, recruiters spend only 7.4 seconds reviewing a resume. Meaning, you as a job seeker have less than 8 seconds to make an impression on them. Most job seekers want to share everything about themselves in their resume, therefore, their resume becomes cluttered and overwhelming for the recruiter. Moreover, the resume lacks a clear purpose making the recruiter confused about how a candidate’s skills will translate to the role in which they’re applying.

The career site discovered the resumes where recruiters spent the most time and focus had

  • an overview or mission statement at the top of the first page
  • a clear flow with title headers and marked sections supported by bulleted lists of accomplishments
  • relevant keywords presented in context throughout the resume

Here are six recruiter tips you can implement right away to get your resume seen and land a job.

Keep It Stupid Simple (K.I.S.S.) Recommended For You

Most of the time, the people hiring for the role have never worked in that position. For this reason, keep your resume simple and make sure it’s easily understood since they’ll be the ones reading it. To get noticed at a glance, Ben Lamarche, general manager of Lock Search Group, emphasized, “be sure to bullet point your most marketable skills and relevant management experiences. Don’t go into so much detail that a reader can’t form a quick mental picture of you as a candidate.”

Deepak Shukla, founder of Pearl Lemon, an SEO agency, said “cut out any fluff or experiences that are not relevant to the position. This puts greater emphasis on the information that actually matters to the recruiter.” Also, try to keep your resume to one page, but no more than two pages. David Reitman, Esq., owner of DLR Associates Recruiting, recommended to “focus on the past 5-10 years.” He said, “anything further in the past should simply be mentioned with no more than one line describing job duties.” Avoid repeating information. If your last job was similar to your current job, don’t restate everything you did; instead say, “duties substantially similar to..”

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Utilize The Words In The Job Description

Job seekers often complain about not getting their resume past the applicant tracking system (ATS). The reason being is because the ATS looks for specific keywords that are already in the job description. As a job seeker, it’s important to tailor your resume to include those keywords that are relevant to your experience.

Yaffa Grace, founder of The Essential Resume, advises her clients to take a yellow highlighter and highlight words that come up multiple times in the job description. She said, make sure you only use those keywords if you have the experience reflected in that keyword. You can do this by supporting those keywords with professional experiences that demonstrate you’re knowledgable. The worst thing you could do is lie about or exaggerate your experience. The interview will uncover those lies. If the interview doesn’t, your performance on the job surely will.

Lastly, if you’re going to claim you are detail oriented, make sure to review your resume for mistakes and have someone else look it over too. The quickest way to land in the rejected pile is by contradicting what you claim.

Tailor Your Resume To The Position

Most job seekers have multiple resumes. Each resume is tailored specifically for the role in which they’re applying by using the keywords in that job description. If you have a broad background and are applying for various types of positions, it’s important you tailor your resume to speak to the skills of those positions. For example, if you’re applying to a developer position, you would want to move non-relevant positions to “Additional Experience”, personalize your summary and skills section as well as the bullet points from your current and previous positions.

Chris Waltenbaugh, payment processing expert at Payment Depot, explained “for me, the resumes that stand out are the ones that show the person has taken time to think about the position in which they’re applying and carefully crafted a document that demonstrates their understanding and what’s unique about them that will bring value to the job.”

Focus On Specific Accomplishments Rather Than Vague Responsibilities

Rather than listing out generic bullet points from the job description, use specific examples that demonstrates what you’ve accomplished not just what you did. For example, using a statement such as “Increased employee retention rate by 45%” is a stronger statement than “Improved the employee experience.” It not only hones in on a specific outcome but it demonstrates your success that can benefit the company in which you’re applying.

Petra Odak, chief marketing officer at Better Proposals, shared “one thing that is guaranteed to get my attention when I’m hiring, is samples. We hired for a lot of marketing positions recently and the candidates that stood out are those that supplied a sample of their work. Be it writing, design, marketing copy or something else. Those that went the extra mile and showed us what they can do are the ones that got an interview.” She added, “everyone can write a good resume and cover letter, but a sample shows that you can actually do the work.”

Take It To The Next Level

Grabbing a recruiters attention requires additional effort. Christy Noel, career expert, marketing executive and author of Your Personal Career Coach, expressed, “it’s not enough to solely rely on the job board or portal to submit your application. You should network to find someone who knows a person within the company that can be sent your resume to forward to the recruiter or hiring manager.” She explained “referrals have a 50% likelihood of getting an interview, non-referrals only have a 3% likelihood, so getting that person to submit your resume is critical to your job search.” LinkedIn is invaluable when it comes to networking with people at the company. Websites such as Rocket Reach and hunter.io help to find the email of specific people within the organization so you can send your resume and cover letter directly to them.

Another way to stand out is by being original in your approach. Andrew Taylor, director of Net Lawman, said “you can make your resume stand out by creating an infographic and including a video for your cover letter.”

Craft A Personalized Cover Letter

A personalized cover letter shows the employer you’re serious about the position in which you’re applying. Lawrence Calman-Grimsdale, marketing intelligence assistant at Jump, asserted, “it’s infinitely better to apply to three jobs with tailored cover letters than 100 without.” A cover letter should be well organized, concise and explain specific points from your resume that are relevant to the position. Furthermore, if you have gaps on your resume, make sure to give a brief explanation (health concerns, caring for a sick parent, etc…) so the recruiter isn’t left wondering.

To start, make sure to address the cover letter to the hiring manager in the organization. From there, each paragraph should be broken down into how you found the role and what made you want to apply, expanding on specific parts of your background that are relevant to the role and finally, a wrap up stating your excitement for the role, how they can contact you and thanking them for their time. Follow me on Twitter or LinkedIn. Check out my website

Heidi Lynne Kurter

Heidi Lynne Kurter

I’m a Leadership Coach & Workplace Culture Consultant at Heidi Lynne Consulting helping individuals and organizations gain the confidence to become better leaders for themselves and their teams. As a consultant, I deliver and implement strategies to develop current talent and create impactful and engaging employee experiences. Companies hire me to to speak, coach, consult and train their teams and organizations of all sizes. I’ve gained a breadth of knowledge working internationally in Europe, America and Asia. I use my global expertise to provide virtual and in-person consulting and leadership coaching to the students at Babson College, Ivy League students and my global network. I’m a black belt in Six Sigma, former Society of Human Resources (SHRM) President and domestic violence mentor. Learn more at http://www.heidilynneco.com or get in touch at Heidi@heidilynneco.com.

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There has never been a more challenging time to be a recruiter than right now. The talent market is struggling and the misunderstanding between candidates and employers is getting worse and worse. There are many new skills that you need as a recruiter to ensure that you are doing your job correctly and excelling within your own career. Join Anne, Recruiter’s Marketing Whiz, as she points out the 5 skills all recruiters must have today. These pointers will not only help recruiters better themselves within their industry, but it will also show employers what they should be looking for in recruiters. Check out our website and Twitter for more career tips and tricks from Recruiter: https://www.recruiter.com/https://twitter.com/RecruiterDotCom

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Recruiting Is a Full-Time Job. Here’s How to Outsource It Effectively

In 2014, when then-college freshman Jordan DeCicco found only sugar-heavy bottled coffee to sustain him through predawn basketball practice, he got creative. In his dorm room, he concocted a blend of black coffee, protein powder, and MCT oil–a supplement made from medium-chain triglycerides, a type of fat–that got his teammates’ attention. Soon he was fortifying lots more brew, which he called super coffee, and selling it at cost to his buddies.

By summer, DeCicco smelled an opportunity to make Super Coffee a business, especially with older brothers Jim and Jake coming on board as co-founders. They launched as Kitu Life in early 2016; two years later, they had 18 employees in their New York City office–all hired through their network and social media.

But their rapid growth–they project revenue of $30 million this year and, with new retail partners, potentially $100 million in 2020–made it crucial to hire 10 West Coast salespeople fast. A trusted business adviser referred them to a head­hunter. “I would have liked to do the hires personally, but we simply didn’t have enough time,” says CEO Jim DeCicco. “We realized recruiting, done right, is a full-time endeavor that can bring value and allow companies to take their brand to the next level.” Are you ready to make that leap?

1. You Still Have Control

It’s not unusual, says Marc Steren, who teaches entrepreneurship at Georgetown University, for business owners to experience a poor hire before they turn to a recruiter. “Entrepreneurs are extremely self-reliant. They may recognize how critical good hiring is, but control is paramount” to them, he says. That may leave you choosing your own candidates from a pool of poor choices, rather than trusting an outside entity.

The changing talent hunt
One in five jobs, in their current form, will disappear within five years, according to a poll by HR consultancy Mercer. But employers will have to compete for “upskilled” workers.
2 in 5
workers plan to leave their jobs in the next 12 months.
7 million
Number of job openings at the end of September 2019.
0.8
Number of unemployed persons per available job. This figure peaked at 6.4 in 2009, immediately after the recession.
Sources: Mercer, Bureau of Labor Statistics

But there’s an important distinction to be made about what you’re controlling. “I emphasize to first-time users of recruitment agencies that they are paying for recruiting services, not hiring services,” says Lisa Barrow, CEO of Kada Recruiting, in Charleston, South Carolina. “These firms provide you with candidates. But it’s you who, in the end, choose to hire them or not.”

For many business owners, the desire to run the show never truly subsides. “It’s difficult for entrepreneurs to let go of their belief that they know their needs better than an experienced agency,” says Naeem Bawla, CEO of Bawla Consulting, in Valley Stream, New York, which works with financial institutions. Also, it’s important to recognize, he says, that a recruiter’s approach to finding candidates is likely to be different from yours. Focus on results, not the process.

2. Share Information

Be very specific. “It’s not just about providing lists of skills and what you want, but also about who you want,” says Barrow. Adding detail allows a recruiter to offer sample candidate profiles to get your input.

Just ask Emily LaRusch, CEO of Phoenix-based Back Office Betties, which provides virtual receptionists to law firms. “I put zero work into creating a comprehensive candidate profile, thinking a basic description and a fee payment would be enough to ensure a flow of qualified candidates, which didn’t happen,” she says. When she eventually created her own internal recruiting protocol, she realized how complicated the process is.

It’s also important to communicate your culture, notes Steren, the author of The Student’s Guide to Entrepreneurship. “The candidates who are the best hires are those who align with a company’s shared values,” he says. So Garrett Leight, CEO of Garrett Leight California Optical, did just that. “We described our casual, laid-back, California vibe, and the firm visited our stores and offices to get a first-hand, authentic feel for our culture,” says Leight. After several great hires, the company made the recruiter its go-to agency.

3. Outside the Box

You may know your industry well, and the people within it. But your ideal hire may not be working within your network or even in your industry. One value in headhunters is that they have extended connections. Paul Charney, CEO of Funworks, a small advertising and marketing agency in Oakland, California, sees using a recruiter as an investment. “Several years after launching our company, I became acutely aware of the type of intellectually curious person we couldn’t find through our network but that we very much wanted,” says Charney. “My CFO’s reminder–that the best hires help you grow your business–validated the decision to work with a good headhunter, who can push you to describe your values to help realize a good candidate match.”

Demand deep references. Job candidates are, of course, selective when they provide references. Brad Smart, founder of Topgrading, an HR consultancy, in Lake Forest, Illinois, advises demanding that candidates provide references from all the managers they’ve reported to over the past decade–and calling each one. “If agencies are unwilling to honor your request, which is critical to preventing mis-hires, don’t hire them,” he says.

Offer an exclusive. Offering exclusivity to a headhunter can be a very attractive carrot and deliver better results. “Being the only recruiter in the mix often frees it up to be more flexible, which may result in a client’s ability to negotiate a customized and often more stringent candidate-finding protocol, including interviews and reference checks,” says Smart. And get the specifics included in a written contract.

Get recommendations. Your informal network might not generate a new hire, but it could help you find a reliable external hiring agency or professional that has previously provided exceptional headhunting services to someone you trust.

Consider job platforms. Whether it’s ZipRecruiter, LinkedIn, or Indeed, the right job board package may fill the bill in providing candidates, at least initially. “Just make sure,” says Smart, “that you’re willing to put in the time to conduct a thorough interview.”

By Coeli CarrJournalist in New York City

Source: Recruiting Is a Full-Time Job. Here’s How to Outsource It Effectively

22.3M subscribers
WHO IS STEFANIE STANISLAWSKI? She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. WHAT IS HER TEDx TALK ABOUT? Stefanie goes through some of her most recent research on how the workplace is changing, becoming something out of the ordinary, and how the recruitment process will be in the upcoming years. From technology to people, the best companies are starting to embrace the fact that “talent is their most important asset” and they’re just trying to figure out how to access and keep the best individuals by building smarter, unique and closer organizations with the use of analytics, top technology and top performers. For more information about her, just check out her social media accounts. • Twitter: @sstami8 • Linkedin: https://www.linkedin.com/in/stefanies… • Facebook: http://www.facebook.com/PredictivePA/http://www.predictive-people.com She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

 

Bill Gates Says You Must Offer This Perk if You Want to Hire the Best People

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Recruiting talent over the next decade will be challenging for many companies. As the work demographic continues to shift and technology advances at breakneck speed, traditional brick-and-mortar companies will be challenged to recruit and retain the best talent available.

Bill Gates understood this several years ago when he imparted on us wisdom that is now deemed conventional:

The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.

The gig economy, remote work, compressed workweeks. It’s clear we have transitioned to an age where workers expect more flexibility. But while “flexibility” has increased substantially, the majority of companies today are either unable or unwilling to adapt to the lifestyle demands of young workers. In turn, they’re losing good talent to companies with more flexible options like remote work.

Why you should offer more flextime for employees

According to a recent study by FlexJobs, 84 percent of Millennials want more work-life balance and 54 percent want to work a flexible or alternative schedule.

According to Global Workplace Analytics, up to 90 percent of the U.S. workforce say they would like to “telework” at least part-time, with two to three days a week being the sweet spot for the right balance of “concentrative work (at home) and collaborative work (at the office).”

Other research from survey software firm Qualtrics found that roughly 76 percent of Millennials would take a pay cut to work for a company that offers flexible office hours.

So what are some tangible business reasons why companies should offer their employees flexible work options?

1. Longevity.

According to The Deloitte Global Millennial Survey 2019, Millennials and Gen Z may stay in a job for more than five years if their employers are flexible about where and when they work.

2. Job satisfaction.

According to a recent Staples study, a massive 90 percent of workers indicated that more flexible work arrangements will boost morale and increase their satisfaction at work–a key component of employee recruitment and retention.

3. Companies save money.

It’s a simple equation: Healthier employees lead to more engaged and productive employees. Lost productivity due to poor health costs U.S. businesses nearly $226 billion per year. Companies also pay less in health coverage for healthier employees.

4. Improve employee retention.

Companies with no flexible working policies in place are losing valuable talent. Per the Staples study listed above, 67 percent of employees would consider leaving their jobs if work arrangements become too fixed.

5. Recruit better talent.

Flexible working will also improve your recruitment metrics. A 2018 Zenefits survey found 77 percent of employees list flexible work as a top perk when evaluating job opportunities.

6. Employees are more productive.

People who have some control over their schedules are more productive, plain and simple. Ron Friedman, award-winning social psychologist and author of The Best Place to Work: The Art and Science of Creating an Extraordinary Workplacesaid in an interview, “We have decades of studies showing that people are happier, healthier, and more productive when they feel autonomous.” Friedman explains that autonomy is a basic psychological need so that “the more autonomous we feel, the more likely we are to be engaged.”

The future is here

Compared with five years ago, 40 percent more companies are now offering flexible work arrangements as the demand for remote and flexible arrangements rise in unprecedented numbers. Firms not jumping on the bandwagon will be at a significant disadvantage as younger generations seek out flexible work options.

Speed Recruiting

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The motto here is simplicity – not overkill or to create information overload.There’s nothing else necessary. This system is “whole” and complete as is.The exact system that shows you everything you need. It’s the exact offline marketing system I’m using to absolutely crush it with my primary business.

It doesn’t need to be long winded and doesn’t need to consist of a bunch of fluff and filler. It’s to the point, concise and most importantly…it works.

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