Michelle Parker, CPHR, MBA’s Post

As an industry expert told our team yesterday: The problem isn't a volume of applicants. The problem is that hundreds of people are applying to jobs, even if they aren't actually interested in the role or meet the basic requirements. And we don't blame job seekers for doing this! The 'panic applying' is real. But it also creates a vicious cycle of employers taking slower to get back to candidates because they have more resumes to go through, leading to more panic applying. On and on it goes! If you want to learn more about how Forward is trying to break this cycle, sign up for our waitlist (link in comments)

Apparently, more jobseekers are not completing the online application process. I've seen several LinkedIn posts recently where jobseekers are terminating the online application process because of the following: Companies asking applicants to manually input information after they have uploaded their resume. Companies asking for personal references before they speak with applicants/candidates. Companies asking applicants to upload a video. Companies asking applicants to complete one or multiple online assessments. Companies asking applicants if they would be willing to work onsite even though the position is being advertised as "remote" A short and easy job application portal benefits everyone. An outdated and time consuming job application portal will have many applicants saying "I QUIT" instead of clicking "submit"

Applying for jobs online is always a nightmare. But it's much less of a nightmare when companies avoid this one infuriating step. When employers ask prospective candidates to upload their resume AND manually enter all the information from the resume, it adds several extra minutes of cutting, pasting, summarizing, and paraphrasing to a process that--let's face it--the candidate is likely doing 10 times that day. And for what? According to the HR and recruiting experts I spoke with, it's sometimes due to a technical glitch and sometimes because companies want the extra friction as proof of serious intent. But the extra friction may be keeping top talent away. Read the whole story below, from Fast Company.

Absolutely, crafting a concise and targeted CV is crucial in today's competitive job market. 2 pages should be more than enough to highlight your relevant skills to a hiring manager. It would be great to hear some hiring managers opinions on this. In the meantime, here are some key tips to ensure your CV effectively showcases your relevant skills and experiences: 1. Tailor your CV for each job application: Customise your CV for each job you apply to by highlighting the skills and experiences that directly align with the job description. This ensures that your CV stands out to hiring managers who are scanning for specific qualifications. 2. Prioritize key information: Place the most relevant information, such as your relevant skills, experiences, and achievements, prominently at the beginning of your CV. This ensures that hiring managers can quickly identify your qualifications. 3. Be clear and concise: Be clear and to the point in describing your skills and experiences. Avoid using overly complex language or unnecessary jargon that could obscure your message. 4. Quantify your achievements: Where possible, quantify your achievements to provide tangible evidence of your skills and accomplishments. 5. Use bullet points: Present information in bullet point format to make it easier for hiring managers to quickly scan and digest key points. This helps to ensure that your CV is concise and easy to read. 6. Focus on relevant experiences: Highlight experiences that are directly relevant to the job you're applying for. If you have limited space on your 2 page CV, prioritize the most recent and relevant experiences. 7. Keep it organized: Structure your CV in a clear and logical manner, with distinct sections for your education, work experience, skills, and any other relevant information. This makes it easier for hiring managers to navigate and find the information they're looking for. By following these tips, you can create a concise and targeted CV that effectively showcases your relevant skills and experiences, increasing your chances of standing out to hiring managers in a competitive job market.

This looks like bad research to be. The details say this is based on a survey worth 650 "hiring managers" responding to the survey. I've worked places where they post positions "as required by law" related to either promoting people internally or for immigration purposes. I agree that's wrong and would count. I just don't believe the conclusions here. They are huge claims based on a small survey without fully vetted reasonable process to be able to say it supports these claims. I'd want to see the exact survey, the selection process for the responders, and more detailed information about the people who responded.

I’m typically the one hiring on linked in with very few to zero applications submitted. Most of the candidates I receive are from posts connected to indeed. Tables have turned and I’ve been on the other side the last month and a half. It was not by choice or because of a termination. It’s simply due to a personal situation that I was unable to resolve. I’m leaving on good terms and adore my company where everyone will be sincerely missed. I am posting this because I am excited to announce that I have signed and accepted an offer. I’m sincerely looking forward to the opportunity with this company and sharing/expanding my knowledge. This journey has not been one of which I would ever wish upon someone. It has been overwhelming, scary, and questioned my confidence more than I already do. I have been rejected, ghosted, or simply not even contacted for positions I’ve applied for in which I’m over qualified. I come with recommendations and have been in my industry for 17 years. This is an eye opener on many levels. Everyone is always complaining about finding qualified talent who are driven and yet companies have people apply but don’t even contact them. What I found worse was companies didn’t give me the time of day to call me back to tell me why I was being rejected after a solid interview. All I received was the nonpersonalized standard letter of while we appreciated the conversation, we had a great deal of applicants and selected another candidate. Here is my take away and learning experience. This comes from someone who’s been on the hiring side and now inexperienced on the side of being interviewed. 1.) If you come across people that you find worth interviewing, please pick up the phone rather than just sending them a standard unpersonalized rejection letter. Sometimes solid feedback can go along way and help someone along in their search. This is especially when they send you a follow up email. Those are worth notating as it’s rare to receive them anymore. 2.) Don’t give up. A fit needs to go both ways. Just because you’re not a right fit for one company doesn’t mean you’re not the right fit for the next. 3.) Stay positive- the right opportunity will come, it may just take time. 4.) Applying for multiple companies can be overwhelming. Try to keep track of who you are applying for, do your research, and take notes. (Embarrassing moment when you call someone the wrong name) 5.) Remain confident. It’s easy to get defeated by rejection and not understand where you went wrong. 6.) Always, always leave on good terms. Word of mouth is the best kind of reference you will receive. Give your all, put your best foot forward no matter what circumstance or hand you are dealt, and lastly leave an impression. That’s how I just landed this opportunity! Thank you to those who took the time to read this post and hope you are able to take a piece of advice or two away when you are hiring or looking for your next opportunity.

Recruiters receive hundreds, if not thousands, of messages each year from candidates looking for jobs. Here's how to make sure your message stands out:

Advice from a recruiter to help you succeed

1/3rd of all job postings in tech are fake and there is almost nothing that job seekers can do to focus on the real ones other than to try and make an inside contact. Moreover, “Companies posted fake job listings to make it appear the company is open to external talent (67%), to act like the company is growing (66%), to make employees believe their workload would be alleviated by new workers (63%), to have employees feel replaceable (62%), and to collect resumes and keep them on file for a later date (59%).” https://lnkd.in/geSANfVh

Nowadays, it is all about making yourself known in the job world. But with Applicant Tracking System (ATS) in play, standing out is tougher than ever. These systems sift through heaps of resumes, often using algorithms, sorting candidates like a digital talent show. To make it to the next round, you need to play the game smart. That means crafting a resume that speaks the language of ATS. Don't worry, though - it is not rocket science! With a few tweaks here and there, you can boost your chances of catching the recruiter's eye & landing that dream job. So click on the link below to dive in & crack the code to resume success in our latest blog! https://lnkd.in/eNhs-NUR #BlogPost #LatestBlog #PaintMinds #ATS #ResumeBuilding #PowerofResume #ResumeOptimization #CompetitiveAdvantage #CareerSuccess #ResumeScanner