Your resume vs computer firewalls

This is such a hot topic, Andrew! There's been a lot of discussions around which file format to use for your resume when uploading it into applicant tracking systems too. Not all applicant tracking systems accept or read PDFs meaning the information from the resume isn't parsed correctly or scored. It's best to play on the safe side and use a Microsoft Word format when uploading your resume to ensure it gets scanned correctly.

o?Make sure the aesthetics of your resume (font, formatting, etc) are consistent o?Write the description of your current role in the present tense o?Write the description of your past roles are in the past tense o?Use a professional email address o?You should submit a cover letter if the company requests it or if you cannot convey all of your relevant experience/skills on the resume o?99% of the time a cover letter will not hurt you, so if you have the time, make one. But make it specific for that role and company! A generic cover letter WILL hurt you o Don’t forget that your resume is how you’re going to sell yourself to complete strangers who know nothing about you.?Include specific details and examples of accomplishments that you’ve at all of your roles · Ie: hit 110% of monthly target OR brought in an additional $5 million in sales revenue, was #2 ranked sales rep in the country ? ·?Always gear your resume toward the role that you are applying for ·?Incorporate skills and software you have experience with by including them within your job duties ·?Be careful with having an Objective on your resume. In my experience, it has never helped a candidate. However, it has disqualified many candidates

My recommendation: review the job posting and use the same language the company is using. Adding keywords in the resume is important to be picked up by ATS. In my experience, it is best to use the keywords more than once in your resume. Reach out to recruiters, they will happily review your resume for you!

Applicant Tracking Systems (ATS) are used by employers to track and manage applicant flow throughout the recruiting life-cycle. Employers may use keyword filters to screen applications/resumes to ensure that only candidates who meet the minimum skill and experience requirements for a role are moved on to the recruiter review phase. Customize the resume based on the job description/ad posted for the role. Highlighting key-words and key experiences. A mistake I see on resumes is that candidates fill prime real estate – that section immediately following name and contact information with fluff. Some title that section Objective, then say something like a hard worker, with high attention to detail. A team player looking to join a dynamic organization, where I can apply my skills and knowledge to add value. There are variations of this statement, some more sophisticated than others, however, ultimately, it’s fluff. I don’t know of any company that's looking for lazy, sloppy, loners to join their dynamic organization. Use that real estate to highlight accomplishments, and tangible results, make it easy for the recruiter or hiring manager to quickly identify why they should be interested in speaking with you.

My recommendations: Update your resume and have someone else review it. Please make sure there are no grammatical, spacing, etc. issues and the format is consistent. This is the potential employers 1st impression of you. Make it a good one. Networking. Network to see who you may know at a company or who your connections may know who can introduce you. There is a much better chance your resume will be top of mind if it comes through as an employee referral. Although the intention of an ATS is good, all too often recruiters are not able to look at every resume that comes through. An ATS is an amazing tool for recruiters to source from later as all of the candidates have already expressed interest in their firm. I was quoted in two articles last year which discuss this further. Hoping they may help: https://www.livecareer.com/resources/jobs/search/keeping-your-job-search-under-wraps https://www.livecareer.com/resources/resumes/basics/not-hearing-back-from-your-job-applications-find-out-why

First and foremost- keep the faith.? This too shall pass.?? Applicant tracking systems are designed to?filter out?candidates who meet the minimum requirements for the job.??Be sure you answer screening questions correctly and you have a well crafted resume. ( Way too many sloppy? resumes and cover letters with typos out there!) That said, there are ways you can maximize your chances of getting an interview. Get organized. 1.? Use a spreadsheet to track all application activity so you remember where you applied and the specific job. 2. Tailor your resume to the job,??and save the job posting ?and the tailored resume in a folder. 3. Note all connections you have to the target ?companies through LinkedIn,?reach out.? 4.? If you submit a cover letter, be sure it is tailored to the specific job. 5.? Don't list an objective on your resume?or ?in your cover letter- chances are you will get disqualified if your objective is too vague OR too specific.? 6. Quantify!???Include measurable, concrete successes and achievements. 7,? Never, ever submit? anything?with a typo.??? 8.? Stay strong.? The next job may not be "the job" but it's ok to go for it, and do your best to get

Remember to personalize the resume, look for key words in the job posting and add to your resume. Although Recruiters DO review your resume it helps to have similar language. With higher applicant volume it helps to apply early!

There is so much to comment on here about ATS and recruiting in general: 1) For me, the ATS is all about enabling the right conversations with the right people for the right jobs. As much technology as we have in recruiting, it is still a relational 1:1 action. 2) We do use ATS to help filter the resumes and we still read/review as many of the applications we get. If not for the current job, for the next ones as we build our pipelines. 3) Candidates need to pay attention to their resumes-have a professional email address, have an up to date Linkedin profile and URL, use real actions on the resume, what problems were you solving, how did it help the role/company you were in, what did you learn and how will it help the new company. 4) Have a good elevator pitch-you never know when someone is going to ask-be able to communicate succinctly what you like to do, what you are good at and what you'd like to do next within the context of the opportunity you are addressing. 5) Be persistent-nicely. We remember the people we talk to and those that can help us build teams.

Sadly, ATS systems are not always used correctly or fully. For example, you could add applicant questions, which could be a few of your simple screening questions, or simple disqualifiers. Next, many, NOT ALL, look at only a title or two, but never review the resume, at times, dismissing the BEST FIT candidate before even speaking with them. Finally, it has been shown, that there are openings listed, that are not really open positions. Those openings are listed to gather candidates for 'future' positions. They could be called either pipeline or evergreen openings. Sadly, when that happens, candidates could get their hopes up of joining an organization they are truly qualified or interested in being part of, only to receive a not thank you standard notification the position has been closed. I do try and scan every resume and 'read' those that are a good fit now or could be in the future.....letting that candidate know where their application stands. At times, many times, I have been able to reconnect down the line and have them reapply and even get an offer, ATS systems are only as good as the team using them!