(Reprinted from my post on LinkedIn)
A few weeks ago I was contacted by McGraw Hill Education and offered a copy of their new publication, "The Infographic Resume." Written by Hannah Morgan, Founder of Career Sherpa.net, it walks the reader through creating a visual portfolio that showcases skills and lands the job.
I'm finding it a great read, and am taking my time, making notes and highlighting interesting tidbits. Here's one:
"About 18 percent of new hires come from job boards, according to the CareerXroads 2013 Sources of Hire study."(page 3)
Just 18% of new hires, around one in five, originate from job boards, and yet I'd say that most job hunters spend far more than 20% of their job search efforts on this one job search tactic.
"This process [recruitment using Applicant Tracking Systems (ATS)] is incredibly flawed. Good applicants who have poorly documented their skills get overlooked." (page 4)
I could not agree more - I've been saying that recruitment is "broken" for some time and my reasoning also revolves around the use of ATS. I'd suggest that applicants must get serious about learning to document their skills properly in an ATS-friendly manner.
And just one more quote to share, and from my point of view, it's a doozy:
"It shouldn't be so hard to find the right candidate for the job with the tools and talent available. But when the resume is the primary and initial form of communicating such a complex message, it is no wonder the results are dismal."
I agree with the author that it shouldn't be hard to find great help; talent abounds, great candidates are applying, and the internet makes it easy to reach the talent and software makes it easy to assess the talent. Some resumes work; after all, some candidates do land interviews. The disconnect is not in the resume, in my opinion, it's not the resume that is at fault for "dismal results"! The disconnect lies elsewhere.
In my opinion it's a lack of communication between companies using ATS and their audience, the job searchers, about how to navigate ATSystems. I also take issue with the unspoken rules about what kinds of applicants are worthy of an interview. Apparently those who are out of work aren't as "good" as those who are working. That's nonsense! Who amongst us hasn't been either laid off or terminated, without cause, or knows of someone who has endured this confidence-sapping exercise. I've worked with many such job searchers and their work history is chock-full of wonderful examples of real workplace value; they were not let go for lack of productivity.
As I stated, the recruitment process is broken. I'll let you know what else I learn from The Infographic Resume. Perhaps it holds the secret to overcoming the obstacles in today's recruitment process?