Job Boards aren't the only answer apparently

Don't Just Rely On Job Boards

These days most people’s job search seems to begin with, SEEK, Indeed or another jobsite of the moment.  A recent study showed that about 80 percent of job seekers use job boards.  But then another expert said that the majority of positions posted are already filled. So what is the truth?

Apparently 18 percent of external recruits are recruited from job boards.  Successful candidates use boards to learn about the kinds of roles a company they're interested in is trying to fill (and what specific skills it's looking for), and then they network to find people they know who work at that company and can help them get tha interview. Think about our Orange Collar world, think about who you know, where are they now? What project are they on? Can they provide you a lead? Can they introduce you?

One more thing, more and more companies are offering their current employees cash for introducing the right candidate – a referral scheme.  This is based on the facts that there appears to be a larger success rate when a current employee introduces someone;  more successful probationary period; more appropriate skills and up to speed quicker.  The new recruit is trying to impress their mate as well as the company

Use the 30 seconds wisely

A recent study found that the amount of time it takes a recruiter to decide whether a resume belongs in the "yes" or "no" pile, believe it or not is 30 seconds.   I can vouch for that.  I am not saying I am proud of that but it is a fact, recruiter’s make up their mind quickly and there is no point disagreeing, saying its wrong etc. Let’s just make the resume scannable whilst still being proud of its content.  Every candidate knows by now the "objective" and "references available upon request" lines just take up space stating the obvious.   A great resume mirrors the job posting, and includes words that jump out at the recruiter.   A properly formatted resume to start with helps you edit accordingly.  A resume for one application should never be the same as the next.  Remember a good book makes you want to read on.

Resumes with a font size of 11 result in more interviews than ones with smaller or larger – Can you believe that?  - Again, apparently it’s true.

Is your Facebook/LinkedIn profile better than your resume?

When I was recruiting in the UK and Australia I was very nosey.  I would always search for the candidate via Google, Facebook and LinkedIn and yes on one occasion I did find a candidate who was on bail for grievance bodily harm (but that’s a story for another day)

Twitter and LinkedIn posts (Wise people put Facebook on private) are great for checking out those red flags – inappropriate comments, questionable postings, think about what you share.  You may be sharing something innocently but I may make a decision based on that.  Again you may think it’s wrong but if I think like that I am sure there are recruiters worldwide doing the same.

What next? – Well check through your resume to ensure that you are selling yourself well or send your resume for a free confidential no obligation assessment [email protected]  

Following my last article I gave free advice to a number of people.  It takes a little time to give the help to everybody who requests it so please be patient.

MW said "I have dismissed 100's of resumes over the years and mine was the same.  I can now see where mine has been going wrong" 

Orange Collar is a Mining, Civils, Energy and Resources Hub covering the whole of Australia. Our team of specialised professionals offer no-nonsense recruitment, professionally written resumes, unique DIY Resume packages and results focused HR Consultancy. Register at www.orangecollar.com.au