Job Seeking Skills for the 2020s
Mary M Rydesky, DBA, MBA, SHRM-SCP
President, Anchorage Society for Human Resource Management (ASHRM) Driving Business Growth through Organizational Development | Making Worksites Better to Work In | | Speaker | Instructor |
Getting the interview is a major accomplishment! Think about it - competition can be fierce! One impact of the Internet age is that job postings reach many more people than before. That translates into many more applications filed by hopeful job seekers. More is not always better, however. Because of the growing number of applications received, many businesses seek ways to process them faster and at a lower cost. The goal is to find the best talent - in the shortest amount of time - at the most equitable cost (and that means the cost of the employment process).
Enter technology! Applicant Tracking Systems (ATSs) and AI offer some solutions to organizing, processing, and documenting applications as well as selecting the resumes that best match the published job description. However, applicants may not know how to present their qualifications clearly for the computer review. In fact, many job seekers repeat the doctrine of 1990s-style resume writing: no resume longer than 2 pages, no cover letter longer than a page! Ummm... have you ever met a computer who cared about the length of your document? While I am not suggesting that you write without limits, I am advocating for a new mantra: COMPLETE, THEN CONCISE.
To prepare a resume or application that gains the approval of the ATS, make certain to include accomplishments related to everything mentioned in the job ad. If a company uses different words (synonyms) for your experience, use theirs - speak their language. The basic skill is keyword matching, but just matching is not sufficient. Be truthful about your experience and training. Remember that when you express your background in words known to your reader or listener, you are demonstrating the soft skill of communication!
To prepare the content of a resume/application and the related cover letter, analyze the job ad. Create a two-column table. On the left, put each 'want' in its own row. Then on the right, match with a short statement of what, when, where, and how much of your life matches their desires. Some items that candidates overlook: personality traits, values, commitment to the hiring company's mission. Many candidates overlook all the 'wants' that describe responsibilities on the job, or descriptions of what the company wants you to do. (Tip - these are KSAOs, or knowledge, skills, abilities, and other competencies/features sought....think the HR department might have a spreadsheet to count how many items various applicants describe in their resume and cover letter?)
While working in executive recruiting, I learned the value of creating a two-column analysis of the job ad. Once completed, it becomes the outline for items to include on a resume written for a specific position. It also becomes the body of the related cover letter. Today I was reminded of an article, now roughly 10 years old, describing this format as a "T" table. And every week, I am reminded of the efficacy of this format when job-seeking coaching clients get the call inviting them to schedule an interview.
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Bottom line: think critically when you read or hear job-seeking advice. Does it stand the test of technology used to improve HR outcomes while reducing costs? If your application is processed through an ATS, how will you rank? Avoid the mistake of thinking the company you are targeting will not use a computer review (various estimates range from 85% to 95%). Know that if you apply by clicking an "APPLY" button, you are headed to a digital database and ATS review...and that emailing or hand-delivering your documents means they may be scanned and entered in the same system, ensuring the company is fair and equal in treatment of all applications.
Give yourself the best possible chance by reading about electronic HR trends. You demonstrate business acumen when you do.
Now - if you have experienced the impact of new trends in hiring, please share your story, your observations, and your questions. Let's put together a comprehensive view. When many voices speak, the message becomes clearer!
Dr. Mary M Rydesky - Transition Management
President, Anchorage Society for Human Resource Management (ASHRM) Driving Business Growth through Organizational Development | Making Worksites Better to Work In | | Speaker | Instructor |
3 年Shellie Gooden, Chad Gleaton, Ph.D., care to weigh in on this thread? You have the floor!
Starting a new role as the Director, People and Culture
3 年Throughout this article you make so many valid points and identify common mistakes that many people make. To often, in my review of a resume, I see that someone has failed to update their resume. A great way to see this is they have left the objective in and list a different job. In this post I will not fully address the reason for removing the objective, but my suggestion would be to remove it all together. I think it also important to understand that if you are applying for entry level or junior supervisor positions the length of the resume is less important, ensure the resume identifies what you as an employee brings to the role because an employer may not looking for direct experience or tenure. Many supervisors are looking for past work, an ability to be taught, and a willingness to adapt. However, the higher the positions and more experience that is necessary, it will be important to ensure you can show the employer that you have the experience they are looking for. A great tool I use is the use of AIR (Action, Impact, Result). Tell me what you did (action) and not your job description, how well you did your job (impact) and measured outcome (results). Overall another great article Ms. Mary and great information for others to read.
US Army, LTC (R)
3 年super helpful, concise read with solutions!