Are you looking for a new job? Are you actively filling out questionnaires on corporate and job sites? Do you intensively send your resume to all suitable (and not so) vacancies?
Are you sure someone will ever read your resume? Be realistic. There are more than 40 million of us, of which several million are in a passive or active job search, using the Internet more and more. For most recruiters, paper resumes no longer exist, only electronic ones.
The situation is now like this. Corporate electronic mailboxes and agency databases are cluttered with bundles of resumes.
Imagine companies such as Microsoft, Intel and Hewlett Packard receive over 50,000 resumes per month through their corporate websites alone. It can be assumed that the situation is similar in large Ukrainian companies and recruitment agencies. If you apply for a job in a large well-known company, your chances are inversely proportional to the number of applicants.
Which is easy and simple - not always effective
At first glance, sending a resume by e-mail or posting on a corporate website looks simple and convenient. Easy to find a job, easy to send. Costs in terms of the cost of the Internet are minuscule. The process is as simple as possible and saves applicants time.
You can send resumes countless times, thereby ostensibly increasing the likelihood of attracting attention.
Advanced firms practice automatic acknowledgment of receipt of resumes with gratitude.
Problems begin after the resume is submitted. How to trace whether it is received? If received, then by whom and by appointment? The candidate then simply waits for a letter or a call with an invitation to an interview.
They wait because they legitimately assume that this is their chance to get a job and that recruiters or HR managers have read their resume.
Unfortunately, often they wait in vain!
Dirty little secret
The problem with this, at first glance, a debugged machine, is that most resumes at first glance practically do not differ from each other!
Often no one even considers any resumes if a suitable vacancy is not relevant right now. There is simply no one to do this. Living people are engaged in "live" vacancies. And the special program simply brings the rest of the resumes to the database until “better times”.
Such a program does nothing with resumes until they are needed by a recruiter for a specific vacancy. Most resumes will remain in the database forever and never be seen by human eyes ...
And only when the recruiter or manager “sifts” the database with the search program by keywords to a digestible amount (usually less than a hundred), perhaps someone will someday read your resume.
Why Nobody Reads a Summary
Few HRs admit that they do not read resumes sent in good faith by applicants. Such a fact would be a very bad PR for their company. However, no one promised that he would read the entire resume. Candidates "only assume" that there is some real chance to get a job, and HR "have".
Unfortunately, this chance is more like a lottery. But there is still a chance, given some factors and certain rules:
1. The lack of recruiters
Often this happens due to a banal shortage or overload of HR managers. They are faced with the task of closing up to 20-30 vacancies per month, and resumes come and come ... Tired recruiters look through accumulated resumes 1-2 times a week. If your resume didn’t make it that day, it’s already sorted automatically somewhere.
2. Summary as spam
The mass mailing of resumes by some job seekers has become a form of spam. The databases are crammed with resumes of unskilled candidates applying for jobs for which they have no skills.
3. The lack of keywords.
Search and sorting programs are based on the number of keywords in the resume. If you do not use enough correct keywords indicating the name of the position you are looking for, industry, skill level, your chances of being “found” are reduced.
4. Huge databases.
The number of incoming resumes is huge. Some large firms and agencies receive literally hundreds of resumes per day. The internal rules of some companies require that the resumes of applicants be kept for two or three years, so the size of the database of a large company may exceed tens of thousands of resumes.
HR managers do not need to look through thousands of resumes; they often simply “scan” the database until they find, say, 100 suitable resumes, and stop the search. If resumes have not been previously sorted by level of skills and experience, and if you are not a super qualified specialist, the chances of being found are slim.
5. Alphabet
The chances even depend on what letter your surname begins with! If resumes are sorted alphabetically, candidates with a surname, for example, have the letter “T” less likely than letter “A”, because the recruiter could already find his 100 targeted resumes before him.
6. Weak search skills
Some search programs are so complex that most managers and recruiters use only its simplest capabilities, without bothering to learn advanced ones. Laziness and the inability to thoroughly “scratch” the entire base is based on the fallacy that “quantity always goes into quality”. In our case, this is not so. 10,000 candidates in the database does not mean that there are always 3 necessary (and ready to change jobs!) Specialists at this moment ....
7. The advantage of “passive” candidates.
As corporate recruiters become more advanced, they often focus on searching among employees, the so-called passive candidates to the detriment of active job seekers. They suggest that since the candidate is interested and sent his resume, he will not go anywhere and will declare himself. Therefore, do not be shy about reminding yourself.
8. This is not my job.
If a candidate claims to a managerial position, work on which is handed over to recruiting agencies, his chances are also small. Internal recruiters have enough of their work and there is no time for them to be distracted by what the company pays money to others. Let the agencies work out their fees, they have their own bases and sources, HR believes.
It is unlikely that the companies themselves could reveal such small secrets.
However, understanding this part of the recruiting process will help you be more tolerant of recruiters.
How to make your resume visible to recruiters?
- You must have a resume in several formats: text, WORD and HTML (the so-called virtual, WEB-resume). When sending a letter to a potential employer, put the text version in the body of the letter, WORD (RTF) - version - in the attachment. And make a link to WEB-CV in a short cover letter.
- The resume should be loaded with “key” words, first of all, job titles and their synonyms, according to which your resume can be searched by internal and global search programs.
- Try to clearly and correctly formulate the purpose of the resume, i.e. what position and field of activity you would like to receive. Statements such as “Getting an interesting, well-paid job” or banality “Find application to your knowledge, skills and acquired skills in an interesting developing company are unacceptable.” Have moral satisfaction from work and receive a decent and stable salary. " What 100% of other job seekers can write will not set you apart.
- The resume should be full of facts / achievements / results. Your success is what really sells you to your future employer, rather than a simple job description. In addition, the description of the results is more related to keywords. Check and add to the key points of the resume summary the words that you are supposed to be looking for.
- Your resume should be visually attractive and graphically flawless. Make better use of your computer: various fonts, underscores, spaces, centering, formatting, colors ... But don’t overdo it.
- Be serious about writing text in the Subject line. Use your last name, first name and the title of the position you are looking for.
Are you sure someone will ever read your resume? Be realistic. There are more than 40 million of us, of which several million are in a passive or active job search, using the Internet more and more. For most recruiters, paper resumes no longer exist, only electronic ones.
The situation is now like this. Corporate electronic mailboxes and agency databases are cluttered with bundles of resumes.
Imagine companies such as Microsoft, Intel and Hewlett Packard receive over 50,000 resumes per month through their corporate websites alone. It can be assumed that the situation is similar in large Ukrainian companies and recruitment agencies. If you apply for a job in a large well-known company, your chances are inversely proportional to the number of applicants.
Which is easy and simple - not always effective
At first glance, sending a resume by e-mail or posting on a corporate website looks simple and convenient. Easy to find a job, easy to send. Costs in terms of the cost of the Internet are minuscule. The process is as simple as possible and saves applicants time.
You can send resumes countless times, thereby ostensibly increasing the likelihood of attracting attention.
Advanced firms practice automatic acknowledgment of receipt of resumes with gratitude.
Problems begin after the resume is submitted. How to trace whether it is received? If received, then by whom and by appointment? The candidate then simply waits for a letter or a call with an invitation to an interview.
They wait because they legitimately assume that this is their chance to get a job and that recruiters or HR managers have read their resume.
Unfortunately, often they wait in vain!
Dirty little secret
The problem with this, at first glance, a debugged machine, is that most resumes at first glance practically do not differ from each other!
Often no one even considers any resumes if a suitable vacancy is not relevant right now. There is simply no one to do this. Living people are engaged in "live" vacancies. And the special program simply brings the rest of the resumes to the database until “better times”.
Such a program does nothing with resumes until they are needed by a recruiter for a specific vacancy. Most resumes will remain in the database forever and never be seen by human eyes ...
And only when the recruiter or manager “sifts” the database with the search program by keywords to a digestible amount (usually less than a hundred), perhaps someone will someday read your resume.
Why Nobody Reads a Summary
Few HRs admit that they do not read resumes sent in good faith by applicants. Such a fact would be a very bad PR for their company. However, no one promised that he would read the entire resume. Candidates "only assume" that there is some real chance to get a job, and HR "have".
Unfortunately, this chance is more like a lottery. But there is still a chance, given some factors and certain rules:
1. The lack of recruiters
Often this happens due to a banal shortage or overload of HR managers. They are faced with the task of closing up to 20-30 vacancies per month, and resumes come and come ... Tired recruiters look through accumulated resumes 1-2 times a week. If your resume didn’t make it that day, it’s already sorted automatically somewhere.
2. Summary as spam
The mass mailing of resumes by some job seekers has become a form of spam. The databases are crammed with resumes of unskilled candidates applying for jobs for which they have no skills.
3. The lack of keywords.
Search and sorting programs are based on the number of keywords in the resume. If you do not use enough correct keywords indicating the name of the position you are looking for, industry, skill level, your chances of being “found” are reduced.
4. Huge databases.
The number of incoming resumes is huge. Some large firms and agencies receive literally hundreds of resumes per day. The internal rules of some companies require that the resumes of applicants be kept for two or three years, so the size of the database of a large company may exceed tens of thousands of resumes.
HR managers do not need to look through thousands of resumes; they often simply “scan” the database until they find, say, 100 suitable resumes, and stop the search. If resumes have not been previously sorted by level of skills and experience, and if you are not a super qualified specialist, the chances of being found are slim.
5. Alphabet
The chances even depend on what letter your surname begins with! If resumes are sorted alphabetically, candidates with a surname, for example, have the letter “T” less likely than letter “A”, because the recruiter could already find his 100 targeted resumes before him.
6. Weak search skills
Some search programs are so complex that most managers and recruiters use only its simplest capabilities, without bothering to learn advanced ones. Laziness and the inability to thoroughly “scratch” the entire base is based on the fallacy that “quantity always goes into quality”. In our case, this is not so. 10,000 candidates in the database does not mean that there are always 3 necessary (and ready to change jobs!) Specialists at this moment ....
7. The advantage of “passive” candidates.
As corporate recruiters become more advanced, they often focus on searching among employees, the so-called passive candidates to the detriment of active job seekers. They suggest that since the candidate is interested and sent his resume, he will not go anywhere and will declare himself. Therefore, do not be shy about reminding yourself.
8. This is not my job.
If a candidate claims to a managerial position, work on which is handed over to recruiting agencies, his chances are also small. Internal recruiters have enough of their work and there is no time for them to be distracted by what the company pays money to others. Let the agencies work out their fees, they have their own bases and sources, HR believes.
It is unlikely that the companies themselves could reveal such small secrets.
However, understanding this part of the recruiting process will help you be more tolerant of recruiters.
How to make your resume visible to recruiters?
- You must have a resume in several formats: text, WORD and HTML (the so-called virtual, WEB-resume). When sending a letter to a potential employer, put the text version in the body of the letter, WORD (RTF) - version - in the attachment. And make a link to WEB-CV in a short cover letter.
- The resume should be loaded with “key” words, first of all, job titles and their synonyms, according to which your resume can be searched by internal and global search programs.
- Try to clearly and correctly formulate the purpose of the resume, i.e. what position and field of activity you would like to receive. Statements such as “Getting an interesting, well-paid job” or banality “Find application to your knowledge, skills and acquired skills in an interesting developing company are unacceptable.” Have moral satisfaction from work and receive a decent and stable salary. " What 100% of other job seekers can write will not set you apart.
- The resume should be full of facts / achievements / results. Your success is what really sells you to your future employer, rather than a simple job description. In addition, the description of the results is more related to keywords. Check and add to the key points of the resume summary the words that you are supposed to be looking for.
- Your resume should be visually attractive and graphically flawless. Make better use of your computer: various fonts, underscores, spaces, centering, formatting, colors ... But don’t overdo it.
- Be serious about writing text in the Subject line. Use your last name, first name and the title of the position you are looking for.
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