It’s become popular for companies to rely on technology to organize and narrow pools of candidates for jobs. Websites like LinkedIn and Monster.com have streamlined the application process for job seekers, but employers struggle to sort through the applications and résumés flooding their systems mere hours after positions are posted. While an increased volume of applicants increases the likelihood of finding the perfect candidate, recruiters report that on average, 50 percent of applicants don’t meet the basic requirements for the positions they’re seeking. Those résumés are just pure clutter.
In response to this overwhelming influx, many large and midsized companies have begun investing in applicant-tracking systems to weed out unqualified candidates. Last year, corporations like Starbucks and Procter & Gamble attracted millions of applications for only a few thousand job openings; understandably, they have turned to technology to help manage the load.
Originally, tracking systems were intended to aid employers in scanning résumés, performing basic screenings and tracing applicants through the interview and hiring processes. Today, they have evolved to search for keywords, past employers, schools attended and years of experience to simplify or complete the first round of eliminations. To ensure a résumé makes it through these automated systems, job seekers should examine the listing very carefully, and avoid applying for positions they aren’t qualified to fill. Keeping résumés simple and including major keywords from posted job descriptions are crucial, since that’s where most tracking systems narrow the field. Of course, knowing a little bit about the company and the qualities they value helps, too.
As always, though, the best method of getting an application noticed by an employer is being referred by another employee. iBi
