Social media and the internet – these phenomena seem to have had a huge impact on the way recruiters now go about sourcing talent. With this change comes the need for job seekers to adapt and of course change the way they now go about finding new roles. But what is the best way for them to approach job search and what is they need to do to give themselves the best chance of job search success?
Project HR’s outplacement team recently completed a short survey to understand whether recruitment processes have indeed changed and how recruiters go about managing this process for their organisation. The results provided some interesting insights for both job seekers and recruiters.
What do the results mean for Job Seekers:
- If you’ve applied to a company before, don’t wait for them to make contact with you, take the front foot and let them know you are still on the market. 97% of recruiters said they never or almost never filled roles from their database.
- Not everyone reads the resume from front to back and most recruiters try to process the information in less than 2 minutes. Make sure you consider this when designing your resume and ask yourself, “can it pass the skim read test and still get the message across”?
- Do you need a covering letter? If this is delaying your application don’t bother, only 4% of recruiters believe it is essential
- Recruiters are poor at making candidates aware the role they applied for has been closed. As a job seeker, expect acknowledgement of your application but not notification the role has been filled elsewhere.
- It is common for recruiters to telephone screen first. Expect a call if you are on their broad shortlist.
- Prepare for some formality in the interview and learn how to answer behavioural interview questions. It appears the majority of recruiters like some formality in their interview technique and the more experienced recruiters still use behavioural interviewing.
What do the results mean for Recruitment Teams:
- It is pretty interesting that some of the fundamental processes you learn as a recruiter are not practiced in organisations. It should be essential that all candidates are acknowledged and, let’s face it, how hard is it to send an email advising people of the completion of an assignment.
- Do less experienced recruiters read faster, are they younger and their minds work quicker, or do they have too much on their plates to read all of the resume? Most importantly, are they skipping vital information that more experienced people get by spending more time reading a resume?
- How important are behavioural style questions and why don’t less experienced recruiters use them? I suspect this is a training issue.
- The majority of roles filled are not from candidates on company databases. I find it very surprising that 54% of recruiters never look at the database or have a database that’s so poor candidates are not found there. This result certainly requires further investigation and I suspect the results may be different for companies recruiting more blue collar than white collar. Our sample was skewed heavily toward white collar recruiters and for that reason we could not draw any comparison between the two.
For a more comprehensive summary of the results select the following link: