Breaking Down 100 Job Applicants From A Recruiter's Perspective
VloĆŸit
- Äas pĆidĂĄn 3. 08. 2024
- Breaking Down 100 Job Applicants From A Recruiter's Perspective. Most jobs get 100-1000 applications. But how many of those job candidates are actually a good fit? In this video, I'll break down how many will get interviewed vs getting rejections.
_____________________________________________________________
Learn how to reclaim power and act like the CEO of your career: Join my FREE newsletter here: alifeafterlayoff.ck.page/90f4...
My website: www.alifeafterlayoff.com/
Need personalized help with your job search? www.alifeafterlayoff.com/care...
INTERVIEW TRAINING:
Have a BIG INTERVIEW coming up and want to be fully prepared? Check out the 48-hour Interview Crash Course! a-life-after-layoff.teachable...
Learn to navigate and master the entire job search process from application to offer with The Ultimate Job Seeker Bootcamp:
a-life-after-layoff.teachable...
RESUME TRAINING:
Learn how to write a professional quality resume! Check out đ Resume Rocketfuel đ
a-life-after-layoff.teachable...
LINKEDIN TRAINING:
Learn how to skip the recruiter by Unlocking LinkedIn: a-life-after-layoff.teachable...
_______________________________________________
I've got merch!! Get your witty work mugs here!
a-life-after-layoff.creator-s...
_____________________________________________________
Are you struggling with your job search? Applying for job after job and not getting any interviews? Perhaps youâve got a few interviews but always seem to get passed over for the job? Or maybe youâre not satisfied with your current career and want a change. Well, youâve come to the right place.
As a corporate recruiter with over 20 years of experience hiring thousands of employees at all levels into major corporations, Iâm going to spill the beans on how to get noticed by recruiters, start getting more interviews, navigate through each step of the hiring process, and ultimately land the dream job you deserve.
But thatâs not all - I firmly believe that to truly experience career success, you need to think bigger. Multiple streams of income and budgeting are crucial to forming a layoff-free lifestyle and helping you achieve your goals.
If these are things youâre struggling with, thatâs what I specialize in. Iâve got a website called A Life After Layoff. Itâs loaded with tips and tricks for getting noticed, interviewed, and hired by your dream company. Make sure you check it out!
Iâve got weekly videos coming at you, so make sure to subscribe. You wonât want to miss a post. Join me as we explore these things, all from an insiderâs perspective!
____________________________________________________________________
đ„ Sign up for my FREE 5-Day Bootcamp for Job Seekers: alifeafterlayoff.ck.page/7735...
______________________________________________________________________
đ Join my network!
†Facebook Community: / alifeafterlayoff
†Linkedin Community: / a-life-after-layoff
†Tik Tok Community: / alifeafterlayoff
đ Connect with Me on LinkedIn: / bryan-creely-a6b26713b
Follow our other channel! / @myracreely
Royalty-Free Music from Bensound - Jak na to + styl
Join my FREE weekly newsletter, where I share concise, actionable tips on how to reclaim power and act like the CEO of your career!
alifeafterlayoff.ck.page/90f448df25.
Is it a big deal to have a Facebook account to get an interview? I don't have one anymore, too many security/technical risks in my opinion, but the downside is that they cannot look us up besides LinkedIn.
"Ten years experience is impressive, but where's the degree? Nah."
"A Masters? But where is the work experience? Doesn't this person know their degree means nothing to us? Pass."
"20 years experience AND has a PhD? Overqualified."
"A bachelors, a few years of experience....ok cool, wait what? There's a one month gap! This person must be unemployable!"
"Hmmm, our positions aren't filled. There's only one logical explanation...NO ONE WANTS TO WORK ANYMORE!"
Not to mention the posting will say something like "must have bachelor degree, x amount of experience, expected pay $12-13 per hour"
I wish I could like your post a million times!
Spot on mate!
â@@HeHateMe1i have heard of people making almost as much cooking tacos than recently graduated person i know who has a civil engineering degree on the most expensive college of my country (not the usa). Shit is absurd
â@HeHateMe1 lol always needs 10 years experience. pay is 7.25 an hour. Like, wtf absolutely not. I've been searching for 6 months the amount of jobs I've seen tagged entry level but needs 2 plus years experience for 10 to 12 an hour is laughable. So not only is entry level increased in requirements the pay has dropped so I'm under qualified for these positions and those I am ghost me can't win. I've had 1 Interview almost got hired and then was rejected as under qualified the only requirement was be over 18 I'm in my 20s like wtf.
Back in 2013 when I finished school that's what it was like! I couldn't get experience because I didn't have experience ffs, and then places seriously had masters degrees required and $15 an hr. F these employers that do that garbage. They deserve to fail.
Companies refuse to ALLOW people to learn and YET they ask for skills, experience. Good luck!
This video accurately illustrates how today's hiring process truly operates! đŻ I can personally vouch for it because my manager informed me that I was the top candidate among 98 applicants, even though there were other qualified individuals sent by HR. Only three people out of 98 applicants made it to interviews, and I landed the job! It's essential to stay persistent and put your best foot forward.
Congrats on landing the position! đ
So you got the job on merit?
@@Info-God yes, I believe it was my qualifications and skills that significantly contributed to my success.
@@midwesternertk3714 thank you
Nepotism @@HighLanderPonyYT
HR: Hey 100 applications, ATS says 2 of them are good we'll interview just this one guy and lead him on.
Great overview-in a perfect world. As someone who is currently on the job market and someone who has interviewed many people in my former positions, I know there are many unspoken factors you didn't mention. I know I matched 90% of the needs for some positions I applied for, yet I have been screened out due to being over-qualified (age discrimination and assumption of a personality), didn't live in their back yard (but still within commutable distance-my choice), and other factors that are unidentifiable.
The age thing concerns me big time. I'm turning 40 and simultaneously underqualified and overqualified for a lot of things. I just wanna work and have a home life, too, and it sucks that I had to get 2 degrees before realizing I prefer a job where I'm moving around and getting some exercise vs. sitting in one room all day. But I suppose they look at my age and gender and think I can't lift much or I can't do much. My favorite part-time jobs have involved inventory days of moving, checking manifests, sorting, and I'd be so in the zone they'd request me to do it more often because it got done quicker. Keep me busy enough and I'll stick around--I'm at work to work, not twiddle my thumbs and collect a check. I can twiddle my thumbs at home for free and have unlimited coffee to boot.
But the way some folks hire, I wonder if they WANT people to stick around. Since so few want to give raises, I guess they are looking for more young folks who will move on in 6-12 months on the entry-level side, because those position postings never disappear from the job boards. Just feels like a waste of time... and we're the monkeys trained to dance to the tune (grr....) Well, time to go put on my dancing shoes and pull up some more job postings... (grumble grumble).
This is why I canât even blame people for doing OF and running credit card scams. It is hard af to even get interviewed for a job let alone land one, especially from a quality employer. Most of these employers are paying chump change.
Ehhhh please don't do OF if you care about your career.
@@ALifeAfterLayoff I recall a Reddit thread of women discussing how they keep different parts of their online life private. One used OF and actually got caught by coworkers, claimed she was a lookalike...and it worked lol.
Crime paysâŠso I hear
I get what youâre saying but thereâs never a good reason to be a thief
@@Kiyonce.Kartier I would rather be rich hurting people than be poor helping people.
This is why connections are key..
Absolutely,
I used to get jobs all the time just based on who I knew.
The quality of connections and their influence on hiring decisions is important.
Only if the connection wants to "know" you.
@@Info-God Well yeah.. Im talking about nepotism.. Friends and family etc..
@@jz12390 Agree.
I've been rejected by an ATS many times and now keep away from them. Had a manager I personally knew want to talk to me about a role they were trying to fill but I had to go through the company's ats to make it official. I was rejected. He contacted me weeks later and asked if I applied, said yes. He talked to hr and sure enough I was rejected. He informed hr that I was one of the most qualified people for the job. Would have loved working for him, however I accepted a contract a few days before hr wanted to see if I was still interested in the position.
I believe you there. Got a pat time seasonable job after Hurricane Harvey and the poor lady needed staff ASAP. Happened to be in the coffee shop that day she was trying to recruit people and I sure could use the work hours and she gave me her info and I gave her mine. She was a district manager or something and told me to text as soon as I filled out the application. I did and within a day I got the job, because she was specifically looking for it and wanted me there before I got thrown out for other reasons. Crazy job, but fun as hell.
Now it feels like "you'd be a great fit, send in an application" is just another recruiter tactic. Makes you think you're likely to get the job because somebody in there is already impressed with you. The rejection hurts probably worse because you get your hopes up even more with this one.
I know a qualified electrician. He lied to someone he knew that he was registered/qualified to do (one of those tasks a specialist can only do were you need accreditation etc and must complete annual training for it). He got the job, postponed and delayed the work constantly for a few days until he was caught out. Suppose he did the work, there was an accident etc the homeowner wouldn't have been able to claim insurance for that. The guy in question was a well bs'er, good communication skills and knew how to tell people what they wanted to hear. Communication skills and the illusion of success can get the wrong person the right job lol. Have a good day reader
This is a huge marketing problem. Selling nicely packed crap. This is a huge problem. I would hire based on exams and presentation of any innovation dobe to make ones work more efficient. All candidates will be treated the same: exam and presentation. Period.
@@Info-God if I was an employer, and I was hiring a post that required technical skills etc at interview I would ask situational based questions as well as their knowledge on pieces of legislation requirements for working in industry. Any competency questions would be on a time they experienced a difficulty or had to be flexible or indeed questions like how do they keep their skills knowledge experience fresh etc (perhaps it requires annual training, paying attention to the news and current affairs etc). I would be vague in communicating with applicants about what the format of the interview would look like so they don't try to have a contrived answer that sounds good. Have a good day
@@gerardsloan1593Knowing unrmployement is huge, job gaps being real, companies not allowing people to learn new skills even not asking questions around I would be hypocrite to ask how they keep up to date with information. I know that such question is as hypocritical as asking why do you have job gaps. I was asked such question and I answered simple: websites/subscriprion to news of specific societies, webinars. And you are perfectly right about STAR examples. This is the best way to know someone abilities to evolve and solve.
@@Info-God this is a common question with it computing role. Due to the constantly evolving nature of technology one must be prepared to a lifelong learner. Regardless of employment status, it's possible to keep your skills fresh through online blogs, free trials, experimenting, reverse engineering, asking people in the know, social media, free online courses, online courses etc. To be blunt I would be more interested in this than tell me about a time when crap. This is especially true if it's a specialist type role and it can be answered whether you are employed experienced etc or looking for your first job after qualifying. I hope this is helpful. Thank you for your time have a good day
@@gerardsloan1593 Ok. Gotcha. I touched a sensitive subject based on your tone. You have never ever solved a problem as your own initiative.
Hey Bryan, I'm just 1 of 1,000s of people that liked your recent LinkedIn post. Unfortunately, I must say that I was not taken seriously as a candidate until I had a prior internship. I agree that entry-level should mean 0 years experience but employers seem to have their heads in the sand and don't want to hear it. I'm grateful that my connections were able to get me that 1st internship because it would have been impossible for me to get an accounting job without that internship.
That is EXTREMELY irritating.
Especially AFTER having a degree for a basic entry level role that pays a measly 30K to 50K. It NEVER made sense to me even as a recruiter with hiring managers who say I want someone doing the role for atleast a year and I say...how is this entry is you are not asking for entry if they have a year under their belt. Hire base off of soft and technical skills learned from school as you will have someone senior train them anyways.
@@YoGuyAster I just extremely lucky. My starting salary is $75k.
I have an internship and currently facing the same issue about getting hired. I'm in the construction management industry and trying to land an entry level position. I seen some of my classmates get hired right after graduation with just an internship and noting more. I have a few years of construction labor work but it's been really hard for me to get a job.
This actually made me feel a little better. I've worked various jobs in the last 20 years but I finally earned a degree and I'm trying to get into the field with less than a year of experience in that field. I've interviewed with a panel for one job that had over fifty applications on LinkedIn and it's a fairly well-known company since they make big airplanes. I've also interviewed with the hiring manager with the potential to move on to a panel interview with another smaller company that had about 30-40 applications on LinkedIn.
This helped me realize that even with my concerns of having little to no experience I still possibly moved farther than a majority of applicants for one reason or another. I would say I'm at least 50-80% a match for both jobs, I just lack the experience they would prefer. I feel a little more encouraged after this video and I'm still hopeful about my chances.
Thanks for sharing the inside look at the hiring process.
Skip the recruiter. You need to network into a meeting directly with the hiring manager.
Recruiters are fine if they find you. But if you reach out to them first, you're not likely to be very successful.
I love the idea of skipping the recruiter!
Realistic and eye-opening insights for both recruiters and job seekers alike!đ
Thanks for painting this picture, it is VERY HELPFUL.
This was the wakeup call and power pellet of info I needed to arm myself with for the week ahead. Thank you for your enlightening and motivational content!
Iâve learned a ton from your videos. A happy subscriber. Keep the videos coming.
While this video isnât discouraging, itâs very eye opening to how we should be just as selective in applying to jobs as HMs are in selecting. We want our best foot forward so we should set aside the time we have to curate resumes that match their desires.
I have found success in getting at least an interview when I make resumes that showcase how my skills match their needs.
you're onto something... :)
Excellent information ! Not easy to hear but definitely worth it - thanks !
Great video, Bryan!!
Appreciate all your tips đ thank you
I've been so curious about this!!
I have a genuine question⊠if this is a universal problem for most jobs that âpeople arenât qualifiedâ - doesnât it seem more of an issue of what theyâre asking for then on the individuals end?
If you go to a car dealership looking for a car but they only show you trucks, is the customer just being too picky?
Depends on a lot of things: the job, the hiring manager, the company, etc. Thereâs plenty of times where Iâve seen a resume Iâd love to give a shot but I just know the particular hiring manager will pass on the candidate for one reason or another.
But shouldn't businesses "humble" themselves? If "trucks" is all they have to choose from. What ever happened to "on the job training"??đ€ I KNOW, too time consuming & too costly.đ No loyalty with businesses like it USED to be, sad... đ
@@ALifeAfterLayoff I think it's the opposite: from experience, the vast majority of HR/Rectruitment personnel is woefully inept at their job because they don't even bother asking the appropriate manager the basic questions, like "What do you want the applicant to be like, in terms of skills?", "What should he/she do in the role?", "What would be the minimum skillset you're willing to accept?". I'm an engineer, they ask for an engineer, but in interviews I get asked about marketing and customer care, with most HR people throwing their obvious lackadaysical approach under the "Oh, I'm not in the field you're going to work in, so pardon me if I get stuff wrong"... which is even more damning when you DON'T let the candidate interview with the relevant manager too.
As far as I've seen it, there's surely a problem of "apply until something sticks", but the bigger issue here is HR/Recruiters wanting to shop for a Ferrari, with the budget of a low-end Ford, in a Harley-Davidson dealership.
@@DallenPearson "One reason or another" is a good statement. That means they are biased in some manner or form-they only want a certain sex. background, political philosophy, or age. The recruiter should speak against a hiring manager's implicit biases and them breaking basic EEOC rules. Bring them back to the 21st century.
A+ content as always.
Bryan, this was a great and informative video. Here's what I learned:
TL;DR: The corporate hiring process is broken and companies are insane.
- Recruiters have metrics to hit so they actively find candidates to submit to job openings. Which increases the amount of applicants for each role. Making it harder for job seekers to stand out.
- Recruiters use an ATS which will filter out 50% to 80% of the people who apply. The hiring manager will further filter out the handful of people that make it through the first phase.
- Most people will not qualify for the job because the company's requirements are unrealistic. Note: Some companies are not actually looking for an external candidate. They have an internal resource they've already decided to move into that position but they have to follow State and Federal hiring guidelines before moving forward.
- Having an honest single resume doesn't work. Recruiters have encouraged me to be "Creative" (lie) when writing a resume specific for the job. Explaining how to include keywords from the job description to bypass the ATS. But, if the company requires a degree and I don't have one no amount of creative writing will work.
- Hiring managers don't read resumes. They use their own software to scan for keywords.
- Jumping through all these hoops is not enough. You have to know someone who works at the company and is willing to recommend you.
- You have to be an extrovert with tons of existing connections in the industry. Then study branding and marketing, create a website, write blog posts, and possibly create CZcams videos to sell yourself to a potential employer.
- Job searching is a job in itself with the faint hope you'll beat out the competition, make it through the gauntlet of the hiring process, and get hired.
- Even if you land the job companies these days are not loyal and will perform mass layoffs when they need to save money.
Now it all makes sense. I applied to 100 jobs and 2 sent sent rejections. The other 97 never responded.
With over 400 thousand people out of work due to corporate mass layoffs somehow I doubt a custom resume and a recommendation from an existing employee will be enough to land a job.
This has encouraged me to start my own solo business.
Ok but this isnât what was said in the video.
@@ALifeAfterLayoff Apologies I did not intend to misrepresent your well made video. You clearly explained how the process works and what people need to do to improve their chances of finding a job. I am jaded after 15 years working in corporate jobs. Plus being part of two mass layoffs didn't help.
@@ALifeAfterLayoff He's talking about all your videos combined with his personal experience probably.
I love your videos so much man, Iâm going to be graduating soon with a B.S. in applied math and itâs good to know the tricks to become to ceo of my own career.
I have told everybody this for some time now - the chances of you landing any particular job you apply for is somewhere between 1-5% no matter how great of experience, education and certifications you have just because of how the process works. This of course is really directed at the higher level positions and not your entry level type positions where the percentage will be much, much higher. Gone are the days of somebody sitting down and reading each application and resume one by one. It has been replaced by technology sifting through and automatically throwing what recruiters and hiring managers might consider good resumes into the "garbage" because it lacks keywords (or enough of the keywords), formatting, document type or a whole host of other reasons.
Maybe the company is also asking for way too much if, out of 1,000 people, only 5-10 are what they deem "qualified". I would say that more than a couple hundred solid candidates are falling through the cracks than just 990 people applying that don't meet the qualifications.
This is a really great insiders perspective and information people can leverage. If I were on the job market again, Iâd use this knowledge and take advantage of networking and hiring events, thatâs how I landed my position. My resume did not meet a lot of the preferred qualifications but since I went to the hiring event, I had the opportunity to sell myself in person a skip the online application process.
Networking can be super powerful!
Experience and on going training that is current have always been the key for me.
This was encouraging to me. I'm awaiting communication to see if I'm moving forward to the panel interview, should hear this week. In the hiring manager interview this past week, he said he is filling not just one, but two similar positions, so hopefully, I land one of these. This is a company I worked for before and am familiar with their IT systems and teams... fingers crossed this also helps should I be up against any current, internal candidates. đđ€đ
What you mention about tailoring resumes.... I do that for sure after highlighting keywords and related experience in the job descriptions. Unfortunately, it often takes me hours to complete the tailored resume, cover letter, and the online application. But, at least my information may reach the company recruiter.
One of the biggest employer in my local area, interview and accept people of all ability. However, in recent years they requested a five year employment/reference history. Although it's easy to get invited to an aptitude test and interview, it's hard to get a job with them due to the five year task. This is a convenient way to decline a high volume of applications whilst preserving their image of being the biggest recruiter in my region. I also have been interviewed for graduate positions were rude interviewers sabotage the interview and make it look like the candidate didn't have the goods for the post. This is somewhat different from the title of this video but I accept it's a convenient way to decline a high volume of applications etc. Set a ridiculously high standard, which can potentially backfire at some point. Any other horror stories? Have a good day reader.
This local employer - are these highly specialized positions or ground floor positions? Sounds like the latter but I want to be sure.
@@woodside4life they are production operatives in a local factory (manufacturing). They accept people of all ability, used to anyway. The five year history is more important to them than credentials etc. I think it's pathetic. Have a good day
@@gerardsloan1593Ah, got it.
I would say this is extremely accurate. As a recruiter it is pretty standard and best practice of having a connect call with the hiring manager to align on requirements and ideal candidate (experience, technical and Soft skills and gaps they will be filling in and the salary range) For me I tell Hiring managers to give me an 80% of what they are looking as the ideal candidate profile. From there begins the search of the 1st week. As recruiters we do not want to lose credibility with hiring managers so if someone OBVIOUSLY not fit for the role who barely has the basic skills gets to the Hiring Manager that recruiter will get into HUGE trouble for wasting the HM time and theirs for even letting a candidate get that far into the process. A recruiter's goal is to close out the requisition in the shortest amount of time ESPECIALLY in Corporate recruiting.
Basically, it's like winning the lottery and still a chance of losing in the end.
I actually found this video encouraging. Maybe itâs just that shitty out there, but itâs makes me want to apply to some jobs I saw that had 1000 applicants but I was well qualified for
The best chances to get hired is if recuriter/manager reaches out directly to you . Also if you have referral. Forgetting about sending mass resumes to the ATS systems.
Thanks, Bryan. This was quite helpful. How does the process look with outside recruiters? Also candidates that you cold contact. I think you might've done a video with the answer to my question to how the process looks with candidates who are cold contacted. I can't remember. I do know that your content is phenomenal. I appreciate how you explain things on a level just about anyone can understand. That's massively helpful for me.
To my younger me.
1. Get education
2. Get a job while young
3. Keep silent
4. Do not show off extra skills
5. Ask questions politely
6. Learn the business
7. Solve problems at work BUT keep it for yourself
8. Work on opening your own business
9. Do not change jobs sooner than 3-4-5 years between jobs
10. Do all these in your first 10-15 years
11. Do all these while still under 40-45 years old.
12. Family and school do not teach you how to open a business. They teach you a trade and expect you to find the rest.
Iâd say you should be moving from job to job at a minimum of every 2-3 years otherwise the industry will leave you behind and you wonât be growing your skillset
@@oxJake I'm ok with that as well. I was talking in general not in particular. Tech is changing because of new features not because of fundamental change. All you see around, is because the foundation stays pretty much unchanged for decades. Tell me how much C++, VBA, Python changed at its core in the last 20 years? Zero? The features are changing not the foundation. Yet there are new foundations "pooping" up and companies stupidly flock to "new" stuff and rewrite their applications.
@@Info-God I think python is mainly widely used because of its available libraries I know itâs very widely used in data engineering. Not to not pick but syntactically python has changed a decent amount but to your point itâs relatively the same. Tools will always change but core concepts donât change as frequently. I was more referring to a situation like mine where your a data analyst and primarily work with SQL and power Bi optimally you would want something that allowed you to get more involved in data warehousing or pipelines if you want to do more coding. Basically what Iâm getting at is you want more or different job responsibilities that align closer to industry standards and what you want for your career.
@@oxJake And a bit off the subject but still aligned: ONLY if you are ALLOWED to learn. I was almost mouth fisted not to ask questions and even heard: How come "John" knows that? In a company where it took 4-5 years to learn the ropes vs 5-6 months on a buddy system (as I did it with a new person). What I wanted to send as a message is simple: skills growing depend also if you are ALLOWED to learn them. This is why I laid those 10 points. You are perfectly right otherwise. Thanks for your thoughts.
My manager had 400 applications for the position I got hired for.
Out of those 400. 395 were instantly rejected.
3 weren't quite qualified enough.
It came down to me and another developer. He was a senior developer, but I got the job because I was more up to date and less stubborn about my knowledge.
It's quite comforting to know to be honest. There's a lot of competition, and most of it is trash lol.
Edit: Guys, there was no ATS system. There were no recruiters. My manager just said that most applicants weren't very good. Also, it's not to replace my job, I applied like everyone else. It's just nice to know that I'm not competing against 99 geniuses from MIT.
Apply for work in a call center, they will give a job to anyone with a pulse lol. Have a good day.
Thanks for sharing this. Its helpful to know how wide the applicant pool is.
The 395 that were "instantly rejected" probably didn't take the time to customize their resume to include all the keywords contained in the job posting and the ATS just filtered them out. There were likely 200 qualified candidates that didn't "play the game".
â@@Islandwaterjet Hello, I believe that you've misunderstood me.
I was applicant 389. I applied and competed like everyone else. I stood out from them.
What I was actually saying was that it's nice to know that the people I'm competing against in the job market aren't all overqualified geniuses.
They're people, human, like me, and that just because 200 people applied to a job, doesn't mean I can't get it.
I think that you've jumped the gun a bit, not sure why though...
How do you know that the person/panel who hired you is qualified to do so?
This was super informative, and reflective of what I've encountered as a hiring manager working with internal recruiters.
That said, have you ever done a post-mortem on applicants that don't meet a basic requirement (education, YOE, etc) that would have been strong applicants otherwise?
Some of the best folks I have ever hired, I needed to dig out of the rejection pile and go to bat to get an exception to corporate minimums.
We always sourced from existing candidate pools for future roles. That's why an ATS-optimized resume is so important.
I totally get what youâre saying, and I agree with much of it. But as a job seeker, who up until this year sat on the other side of the equation as a hiring manager, Iâve found that corporate Americaâs definition of âclose fitâ is often ludicrously restrictive, and has only gotten more so over time. People with impressive resumes are being pigeon-holed to a degree I have never seen before.
I always get so intimidated when indeed says hundreds of people have applied for the same job, but it makes me feel so good when I get selected for the interview lol.
Its not what you know but who you know. Tried and true.
Hello B. I hope your family is doing well sir. Your content is top flight. I have recommended your channel to HR folks in the mental health field. I have seen what you say in the mental health field of over 200 jobs. That is a fact sir I have seen. I can honestly say your Resume Rock is pure gold. Thanks again. You speak the absolute truth today. Tailoring the resume as you talk about is the key then interviewing. I will tailor my resume in cybersecurity, software engineering, and mental health that is tailored. You are so correct sir about marketing sir. Oh yeah. You are so so correct when you say butt in the seat. I know I said this before, you are very good.
Thanks, Paul! I appreciate you!
As someone who has recently been in both piles of resumes that make the cut and donât, Iâm understanding how this process works and Iâm working regularly to get myself out there and working on that branding in the form of getting credentials in my chosen field. Iâve had a good past couple of weeks in my job search with multiple interviews per week and I even turned one offer down, the office was sloppy and dirty and the culture was not sustainable for me. Iâm fortunate to have the luxury of holding out for the right position, but Iâm not letting these past two months of unemployment discourage me.
Thanks
This is pretty accurate.
I had 77 applicants for my vacancy. I short-listed 12.
I interviewed 4 only with a colleague.
The final 2 were put to a second and final interview.
Thanks for the validation!
There's definitely a very malicious and paradoxical behaviour that employers handle existing employees as easily replacable, while applicants are often filtered for the most meaningless and ridiculous reasons.
Really appreciate content. You cannot say, but James O'Keefe uncover videos and multiple whistleblowers make clear D.E.I. quota hiring has been key in hiring [grossly unqualified] candidates that meet one or two boxes (i.e., right color and/or right gender).
Cheating on skills on resume and yet getting the job by being a good communicator. This is a huge marketing problem. Selling nicely packed crap. This is a huge problem. I would hire based on exams and presentation of any innovation done to make ones work more efficient. All candidates will be treated the same: exam and presentation. Period.
We need more behind the scenes videos đ
I"m currently ramping up on applying for jobs again after some time away (discouragement and some home repairs needed to be done while the weather was on my side for once). What I find baffling is how some jobs have been on the boards for over a month and they either have such a revolving door of applicants that there's no point taking it down (in which case it's an application's black hole because you can't gauge the need) or the requests are very specific or very vague. The vague ones are the most frustrating, especially for part-time or contract work in retail merchandising (or a similar title). I'd probably be interested in working this kind of job--I like moving around more than sitting on the job--but they don't even tell you where the job is going to be. How is someone supposed to plan around that? Is it every store in a city, in a 50 mile radius, 4 or 5 stores? The company is too vague about who they are, so how the heck can I be sure I'm a good fit?
What kills me is entry-level jobs that have mass hiring events and multiple interviews. I was trying to work for a grocery store and didn't get a call back after the first round, and there was a lady there that was on her third round of interviews. I'd NEVER heard of that before, maybe a managerial position i could understand, but basic everyday store jobs like cashiering and stocking require multiple group interviews? But considering they're the best part time gig around here, I guess they could afford to let it get to that point. If that chain can go through those lengths to filter out applicants, it takes a lot of pep talks for me to try and keep going and learn new skills.
I feel like you're reading my mind. I just finished taking a Business Communications class over the summer for University, and we had a project where we had to create a resume specifically tailored to a job posting. My first question was "why?". A resume is a resume, or so I thought. I don't want to tailor my resume 20 times if I'm applying for 20 jobs. And then, boom, here's a video explaining why it's important and why I may not be getting call backs despite being qualified for a position. Thank you, but please stay out of my mind in the future.
The thing is that you then find out that many job postings are extremely broadly defined and you can't really tailor your CV lies for each one of them. This is especially true for entry level jobs when not only you have vague job postings but also have a small portfolio of plausible CV lies. And you can bet most of your custom "tailoring" will be lies.
I do believe a lot of what the hiring managers are looking for is a super human. I am seeing positions that were 90,000 - 100,000 dropped down to 50,000 with loads more technical requirements. Do companies really want people to work in there organization or these are shell positions posted. Thank you for the video. I am finding the market is dry and jobs are requesting super human requirements. Great information.
Re: recruiters needing to proactively search for candidate also -- for this reason, I've also been trying to maintain contact with recruiters even when a specific position wasn't suitable for me. I figure if I'm already in their contacts and they know what my skills are plus what I'm seeking, then it's an easy matter to reach out to me if a better posting comes in.
This does mean also being up-front with recruiters about what I need -- how much management responsibilities I'm comfortable with, certain industries I do or don't want to work in, and so on -- knowing it'll filter out some jobs. (It also conveniently filters out resume farms since they'll not bother to find out what you're looking for.)
good lord - this is so enlightening! I have a friend who always encourages me to apply to "everything" I can find and I have always rejected that idea as a) why waste everyone's time? and b) I don't want to land a job that I'm not qualified to perform.
That said, I usually have a 50+% positive response rate for the jobs I do apply for, so I guess I'm doing something right. Once in a while I get a rejection from a position that I am PERFECTLY suited to (according to the requirements and general description) - those are headscratchers, but whatever. "no" is a complete sentence, it happens ;)
How are basic requirements defined? If theyâre hand picked thatâs fine, but is the ATS screening this out too? Iâm running into a challenge with LinkedIn with the 50 skills they allow you to list. The ones I donât have are usually permutations of skills I already have listed, or something redundant or high level or pointless. I try to delete and add the relevant skills for positions I really like but it gets ridiculous sometimes when they want Team Leadership and I have Leadership and IT Leadership already.
i"ve applied to more than a 1000 jobs (BS in ME) = 2 interviews (still no job)
I wish I could work on my personal branding, however, my spirit is terribly crashed rn. I have not paid a single bill in the last 3 months.
I hope to make it out alive. God I hate myself
I have about 5 different resumes I use when applying for some of the roles Iâm trying to apply for. Is that effective or do I really have a better shot doing a unique resume for each job posting? Iâm always worried about taking too much time applying for a job I think Iâm a good match for only to get passed over and my time could have been spent just spamming applications out.
Could you be a bit more specific about the difference between ârequirementsâ and âqualificationsâ?
The odds of getting an interview are even worse than you mentioned in the video. If you are qualified, then you need to get through recruiterâs biases! Itâs everything from ageism to religious biases, and everything in between. I donât like thinking like that and will continue working on what I can affect as a job applicant. However, it sure is discouraging to be 100% qualified, spending hours writing a custom cover letter and a resume only to be rejected without an explanation. Then all we can do is guess⊠is it the age, my foreign name, not having experience at the top tech companies? đą
You're 100% correct.
I always ask for feedback no matter what. It is the only way we can learn and make adjustments. I know that most employers donât want to do that, but itâs always worth a try.
Can you go into more detail about what constitutes qualified? Is that just the line by line bullets on the posting?
Iâd like to know too, because Iâve seen companies ask for some really arbitrary qualifications. âMust have at least 3 years experience working in a professional office environmentâ for a basic administrative assistant position. What skills would you get after 3 years that you wouldnât have after one for a job like that?
Most hiring managers are not good at describing their needs in a job description, or sometimes they are not qualified to be a hiring manager. Recruiters/HR should help them to write key, quality, tangible, and verifiable criteria for selecting a candidate.
even if you are qualified on paper you still might not get the job if you dont fit in their company culture.
The main challenge is that crafting a resume for each job position that takes 1 hour to write per item in exchange for rejection isn't really sustainable, and there really isn't a feedback loop to say if the resume submitted is good.
One hour?? It takes me 5 mins to customize mine. (You need a system).
@@ALifeAfterLayoff genuinely curious - selling a course on retailoring a resume and how to get it down to 5 minutes?
So you are actually not in need for a worker. You are looking for a unicorn.
That hurts. Recruiters are really bad at screening candidates for sales roles. Teams almost always benefit from inviting candidates with slightly different experiences who can bring in some new tactics. Instead, the recruiters are looking for the exact match. I believe that hiring managers should qualify candidates for sales roles without involving recruiters. Same for marketing roles, I think. Personally, I hate speaking to recruiters because they turn out to be useless gatekeepers all the time.
I'd like to share something with you. Applying for well-paying jobs, especially in sales, some job postings are mere formalities. Decisions on whom to hire are often made beforehand, favoring friends and family over qualified candidates who receive no response. Internal candidates hoping for a promotion also join the list of the frustrated. I personally experienced this and left a Fortune 500 company because of it.
Additionally, there's another concerning issue - hiring based on ethnicity rather than considering the best skills and qualifications. This "inclusion" can exclude the most qualified individuals. To top it off, they call it fair hiring practices and equal opportunities for everyone.
â@@MartinofVegassounds terrible... I am hoping to land some remote job in the US while being in Ukraine. Due to the war, the job market plummeted and I lost my sales job at the Ukrainian office of an international tech company. What companies would you recommend to target that are open to hiring salespeople from overseas
I am not an expert in these matters, my intention was to shed light on the realities of today's hiring practices that often remain undisclosed.
I've actually screened myself out of 3rd party recruiter offers due to job requirements. I suspect the ATS spit mine out, so they want to submit me. Problem is, say I only have actual or recent experience meeting 2 of 10 base requirements. Probably good enough for the ATS. I had VERY limited time to interview, especially during normal working hours, since I was currently employed, so I had to be selective. I mentioned that I did have a strong track record of getting up to speed, but I wanted confirmation from the client that they were good with that.
Almost every time, that resulted in cancelling. đ
I was rejected by 2 employers in my search for a new job. It doesn't get me down and depressed, so, I just keep looking. However, the thing that does bother me a little bit is that I do have experience with Reach Truck, forklift, Rider Jack, still getting turned down. Is it due to the fact that I have been in different types of companies that are not all in a Warehouse? Yes, I am honest on my application.
I mean, heck I am currently working in a Warehouse, just not getting paid enough. There are other companies that darn near do the same thing and get at least $4 or more an hour. It can also be possible that the 1 recruit that greatly fits the job description might end up being lazy. There are some companies out there that want people with the experience already, so they don't have to worry about getting them trained, but I could be wrong.
The amount of candidates that are a good fit really depends on which role has been posted. For example, recruiting for a Recruiter req, I'd say at least half of all applicants are well qualified due to all the Recruiter Layoffs. Tech is probably at least 33% due to the Tech Layoffs.
Thank you. As a hiring manager I really dislike getting a bunch of resumes which do not fit. I need to hire that unicorn. What we do is very specific. We need help right away.
If no one fits at our price point then we (hiring managers) likely need to do a better job of describing those "fit for training" requirements.
Of course it isn't a preference, but I believe it is valuable to communicate with an internal recruiter sooner than later for those "unicorn" roles.
"If no one fits at our price point..."
Bingo!
In most cases, companies want a senior or principle level employee, but want to pay junior-level wages. That is why you refer to them as "unicorns". It is the very rare, fully-qualified candidate that will even consider your position.
@@chiplangowski3298 We actually only wanted someone with limited skills. I checked with others in my field and they ran into the same thing. Even those with little experience wanted big bucks.
I seriously need to make more money!
It is a very specialized role and HR/recruiting doesn't always get the value.
@@HighLanderPonyYT If you need a unicorn (someone with specialized skills) then it may be unfair to hire someone who cannot do the job. Is it wrong to hire someone to a job which requires certification which takes 1-2 years to achieve if you need someone to do the job right away? The requirements for the job don't change just because those people are difficult to find.
You mean a cuck, not a unicorn. Entry level wage pay for 10+ yrs experience? Only a cuck would accept that.
@@HighLanderPonyYT I was doing everything myself and it took over a year to convince them to get me any help. Unfortunately most of the work cannot be distributed outside of my department due to the confidential nature.
I won't go on linked in because it's too much info for someone to use maliciously. What can I do?
if you got invited in interview. youre one of the 1%
Yes, 5%.
Hey Brian I have questions about job offer etiquette.
I quit a job in my field no notice, had enough and did not want to deal them anymore. My bad, for my own benefit I should have given 2 weeks. So I am scrambling to get a new job and a recruiter offers me a 3 week gig out of town for good money.
I give some thought, it is in my alternate field of work and starts in 10 days I said yes. The next day I get a full time offer with a 90 day contingency, I am torn I told them I had a 3 week job coming up and wanted to start in 4 weeks. That was not going to work. So I accepted the full time and broke the news to the recruiter, he was not happy.
I need to know if I did the right thing. I feel bad for the guy as I messed him up . I had not signed any papers yet but I hate leaving him out to dry . Your opinion would be appreciated.
The magical mystery tour is coming to take you away
Can you do a segment on how to deal with ageism in the hiring process.Or if it is even doable
This. 51 and unemployable. I guess they don't want people who will give the benefit of their experience and call out stupid ideas.
@@raymond_luxury_yacht yet Congress wants to raise social security to age 70.Some fields seem to be ok about age but most are not
Ageism is a form of covert discriminationđź
Dealing with this now. My resume and experience have gotten me to the interview stage several times with the hiring manager. Not getting the offers though. Feedback? You have the qualifications but its not a good "fit"....đ
Also I want to chime in that if I applied for a job and didn't get the interview I'm glad my time wasn't wasted allowing me to move on to the next opportunity. I have literally interviewed for a role before and it wasn't even close to what I do and ended up helping the employer out by focusing their description for the kind of candidate they actually needed. I didn't want to waste my time so might as well make it productive.
At the very start, you mentioned kicking out non locals period I think that's been my biggest issue. I have no desire to stay in the state that I'm currently in. So I don't understand why pushing me out.
Does that mean I have to localize my resumes? Now? Use someone else. 's address like they used to do for school districts?
I'm talking more about people who need sponsorship to get hired.
Well if you're a career changer how do you get someone to take a chance on you?
What's the difference between requirements and qualifications?
Maybe there are companies or industries where employers can be overly picky?
But donât the recruiter only see the 80% of greater match of resumes to job postings because the applicant tracking software (ATS) screens out and rejects resumes of a lesser match?
What about the age of the candidates?
Yeah, I was the top candidate for the job but they tried to lowball me on the salary.
I appreciate this wasn't intended to be a discouraging video but I'm afraid I found it very discouraging.
What it told me is "unless you're a perfect fit, don't bother applying because you won't get through screening".
I was always told to apply anyway if you've got the "core" requirements, because you don't really know how they're weighting their requirements and you may actually be a great fit.
At best the message I'd take away from this video is "unless you're a perfect fit, don't bother applying through automatic screening systems (if you can even tell one is being used)".
What's with all these jobs that have frivolous bachelor's degree requirements? I've had logical next steps and even lateral career steps blocked by degree requirements with no "or equivalent work experience" option, and this seems a lot like classist wealth-gating.
I agree that too many jobs require a degree but don't really require a degree.
is it different in tech vs say, automotive?
Tech is probably worse than automotive but both got a ton of candidates.
You get jerked around in the interview process and a raise that wont cover inflation. Never be fully committed. Always have one foot out the door looking for something else. These companies hate you and have no problem kicking you to the curb.
On the agency recruiter side I wonât even post a DevOps role, itâll be 75% out of the US candidates or they need a sponsorship and my clients wonât sponsor; I would rather just source it from scratch myself. So many people apply to roles not even close to their experience. QA Engineers applying to Network Engineer role, graphic designer applying for a .NET Engineer role, marketing assistant applying to Software Architect
I've had similar experiences with DevOps roles I've worked on.
What will a new employer see in a background check about your employment at a company that has gone out of business?
the worst job market ever too many layoffs globally
I have a question: why do recruiters reach out to me saying "I found your resume online and think you might be a good fit" yet the position they want me to consider I am extremely overqualified for, is not in my wherlhouse, and is a pay level way beneath what I'm already making? I get these emails about 4-5 times a month and it feels insulting. It also leaves a bad taste in my mouth for the companies these recruiters represent.
Great advice, but the end part about never getting comfortable is disheartening. The amount of hurdles one has to cross just to get a job only to be abused is mad making.
Why donât transferable skills matter?
â€
I was using my Indeed account as someone looking for entry level project engineer roles to find my mom work. The next day, her name and info with my resume started getting hits and messages from recruiters for my role. Never figured it out. I can't even get hit like that with my real name. What gives?
Because people have a gender and race quota to fill. Filtering out great talent like you.
Newly graduated engineer with some experience. I see job LinkedIn posting that I definitely can do but definitely would be better suited for someone with a technician certification. I need money so I post anyway. I look at applicant stats on LinkedIn 17 applicants 55%. Master degree, 9% MBA 27%BA. WTFđ€Łđ°đ
Oh good, theres no point wasting my time going into College/University until employer having a shortage employee. Supply and demand has changed..... why would even bother
Why these recruiters break the mind of Joiner with line such as these
Even if you go there are one thousand people who can do this work?
Lot of words but no meaning.
@@katarzynapabianek it means they just pressuring the new comers with some odd statement
It's about right I'd say 3% max before listening
If this is all true, and it's so hard to find qualified applicants, why is it so hard to get a position when you're well qualified for the role?
agreed I think there are more qualified people then he is alleging.
It's not difficult to find people who meet the minimum qualification. It's extremely difficult to find people who meet the maximum qualification, though. Part of this is the co-mingling of responsibilities in each role.
Example: I'm a construction superintendent in a highly specialized field: Power transmission & battery energy storage (which are technically 2 separate skillsets. Lately, I see positions that want expertise in one or both of those while expecting you to (personally in some descriptions) be in charge of safety and quality (again, two full-time positions.) On top of this, they want to add estimating, planning/ scheduling contract management, and administrative duties at the same time while still expecting full, accurate & timely reporting each day.
In the past, you had people to do all these tasks and you oversaw the operation. Now The expectation is one person does it all.
I bet you'll see similar requirements the next time you look at job descriptions for your industry
Sorry the response was so long, I had to vent, lol.
â€I'll give you an effective tip for your CV or Resume:
This is for applicants for international companies,those hiring international candidates,but not limited to.
These first 4 to 7 lines are super important. On your 1st page put these:
>NAME<
>Address | Mobile No. | Email<
>Objective:<
>Education:<
Note that HR/Recruiters for international companies have 3 seconds or less to look at your CV/Resume, 3 seconds to select and collect.
So in 3 seconds,they will see your 1st page and can judge where you are coming from and if you are a hassle for sponsorship.
In that 3 seconds,they will also know you are not one of theirs or you are not one of those that they prefer.
The reason is also why they insist on having those keywords;those "selected" CV or Resume will pass an applicant tracking system that will pick up these keywords, thereby filtering the candidates even more.
So don't mind your qualifications,copy the job description,arrange it in your CV/Resume because it contains the keywords.
Then,if you get lucky and get shortlisted for interviews,they will know how an i*iot you are in that interview.
BUT WHY DO WE SOMEHOW BE UNDERQUALIFIED OR OVERQUALIFIED FOR EVERY TYPE OF JOB IN EXISTENCE!!??
Come on man... why are we a misfit/not a fit for everything.
My dude I can't effin move to every city/state in the US.
A journalism major specifically or something like that is STUPID.
I have an MBA/marketing with more than enough internship experience and much of it is in social marketing and writing...
C'mon!!
why don't companies offer tour of their campus to see if the candidates are interested in the first place so they can see what the job details