By DR JOHN SULLIVAN
Recruitment methods explained
Is your “six seconds of fame” enough to land you a job? As a professor and a corporate recruiting strategist, I can tell you that very few applicants truly understand the corporate recruiting process.
Most people looking for a job approach it with little factual knowledge. That is a huge mistake. A superior approach is to instead analyse it carefully, because data can help you understand why so many applicants simply can’t land a job.
If you can bear with me for a few quick minutes, I can show you using numbers where the job-search “roadblocks” are and how that data-supported insight can help you easily double your chances of landing an interview and a job.
Your Resume Will Face a Lot of Competition
Although it varies with the company and the job, on average 250 resumes are received for each corporate job opening. Finding a position opening late can’t help your chances because the first resume is received within 200 seconds after a position is posted.
If you post your resume online on a major job site so that a recruiter can find it, you are facing stiff competition because hundreds and thousands of other resumes can be posted on job sites each and every week.
Understanding the Hiring “Funnel” can Help You Gauge Your Chances
In recruiting, we have what is known as a “hiring funnel” or a yield model for every job, which helps recruiting leaders understand how many total applications they need to generate in order to get a single hire.
As an applicant, this funnel reveals your chances of success at each step of the hiring process.
According to Talent Function Group LLC, for the specific case of an online job posting, on average, 1,000 individuals will see a job post, 200 will begin the application process, 100 will complete the application, 75 of those 100 resumes will be screened out by either the applicant tracking system (ATS) or a recruiter, 25 resumes will be seen by the hiring manager, four to six will be invited for an interview, one to three of them will be invited back for final interview, one will be offered that job, and 80% of those receiving an offer will accept it.
Six Seconds of Resume Review Means Recruiters Will See Very Little
When you ask individual recruiters directly, they report that they spend up to five minutes reviewing each individual resume. However, a recent research study from TheLadders that included the direct observation of the actions of corporate recruiters demonstrated that the boast of this extended review time is a huge exaggeration.
You may be shocked to know that the average recruiter spends a mere six seconds reviewing a resume.
A similar study by BeHiring found the review time to be five-seven seconds. Obviously six seconds only allows a recruiter to quickly scan (but not read) a resume.
We also know from observation that nearly four seconds of that six-second scan is spent looking exclusively at four areas, which are: job titles, companies you worked at, start/end dates and education.
Like it or not, that narrow focus means that unless you make these four areas extremely easy for them to find within approximately four seconds, the odds are high that you will be instantly passed over.
And finally, be aware that whatever else that you have on your resume, the recruiter will have only the remaining approximately two seconds to find and be impressed with it. If you think the information in your cover letter will provide added support for your qualifications, you might be interested to know that a mere 17% of recruiters bother to read cover letters.
A Single Resume Error Can Instantly Disqualify You
A single resume error may prevent your resume from moving on. That is because 61% of recruiters will automatically dismiss a resume because it contains typos, according to Careerbuilder.
In a similar light, 43% of hiring managers will disqualify a candidate from consideration because of spelling errors (Adecco). The use of an unprofessional email address will get a resume rejected 76% of the time, found BeHiring.
You should also be aware that prominently displaying dates that show that you are not currently employed may also get you prematurely rejected at many firms.
A Format That Is Not Scannable Can Cut Your Odds by 60%
TheLadders’ research also showed that the format of the resume matters a great deal. Having a clear or professionally organised resume format that presents relevant information where recruiters expect it will improve the rating of a resume by recruiters by a whopping 60%, without any change to the content (a 6.2 versus a 3.9 usability rating for the less-professionally organised resume).
And if you make that common mistake of putting your resume in a PDF format, you should realise that many ATS systems will simply not be able to scan and read any part of its content (meaning instant rejection).
Weak LinkedIn Profiles Can Also Hurt You
Because many recruiters and hiring managers use LinkedIn profiles either to verify or to supplement resume information, those profiles also impact your chances.
Ey-tracking technology used by TheLadders revealed that recruiters spend an average of 19% of their time on your LinkedIn profile simply viewing your picture (so a professional picture may be worthwhile).
The research also revealed that just like resumes, weak organisation, and scannability within a LinkedIn profile negatively impacted the recruiter’s ability to “process the profile” (TheLadders).
50 seconds spent means many apply for a job they are not qualified for
Recruiters report that over 50% of applicants for a typical job fail to meet the basic qualifications for that job according to Wall Street Journal.
Part of the reason for that high “not-qualified” rate is because when an individual is looking at a job opening, even though they report that they spend 10 minutes reviewing in detail each job which they thought was a “fit” for them, we now know that they spend an average of just 76 seconds (and as little as 50 seconds) reading and assessing a position description that they apply for (TheLadders).
Most of that roughly 60-second job selection time reviewing the position description is actually spent reviewing the narrow introductory section of the description that only covers the job title, compensation, and location.
As a result of not actually spending the necessary time reviewing and side-by-side comparing the requirements to their own qualifications, job applicants end up applying for many jobs where they have no chance of being selected.
Be Aware That Even if Your Resume Fits the Job Posting, You May Still Be Rejected
To make matters worse, many of the corporate position descriptions that applicants are reading are poorly written or out of date when they are posted. So even if an applicant did spend the required time to fully read the job posting, they may still end up applying for a job that exists only on paper.
So even though an applicant actually meets the written qualifications, they may be later rejected (without their knowledge) because after they applied, the hiring manager finally decided that they actually wanted a significantly different set of qualifications.
Making it Through: A Keyword Search Requires a Customised Resume
The first preliminary resume screening step at most corporations is a computerised ATS system that scans submitted resumes for keywords that indicate that an applicant fits a particular job.
I estimate more that 90% of candidates apply using their standard resume (without any customisation). Unfortunately, this practice dramatically increases the odds that a resume will be instantly rejected because a resume that is not customised to the job will seldom include enough of the required “keywords” to qualify for the next step, a review by a human.
Even if you are lucky enough to have a live recruiter review your resume, because recruiters spend on average less than two seconds (of the total six-second review) looking for a keyword match, unless the words are strategically placed so that they can be easily spotted, a recruiter will also likely reject it for not meeting the keyword target.
No One Reads Resumes Housed in the Black hole Database
If you make the mistake of applying for a job that is not currently open, you are probably guaranteeing failure. This is because during most times, but especially during times of lean recruiting budgets, overburdened recruiters and hiring managers simply don’t have the time to visit the corporate resume database (for that reason, many call it the black hole).
So realise that recruiters generally only have time to look at applicants who apply for a specific open job and who are then ranked highly by the ATS system.
Some Applicants Have Additional Disadvantages
Because four out of the five job-related factors that recruiters initially look for in a resume involve work experience, recent graduates are at a decided disadvantage when applying for most jobs.
Their lack of experience will also mean that their resume will likely rank low on the keyword count. To make matters worse, the average hiring manager begins with a negative view of college graduates because a full 66% of hiring managers report that they view new college graduates “as unprepared for the work place”, according to Adecco.
Remember a Resume Only Gets You an Interview
Even with a perfect resume and a little luck, getting through the initial resume screen by the recruiter only guarantees that your resume will qualify for a more thorough review during what I call the “knockout round”.
During this next stage of review, the recruiter will have more time to assess your resume for your accomplishments, your quantified results, your skills, and the tools you can use.
Unfortunately, the recruiter is usually looking for reasons to reject you, in order to avoid the criticism that will invariably come from the hiring manager if they find knockout factors in your resume.
If no obvious knockout factors are found you can expect a telephone interview, and if you pass that, numerous in-person interviews.
Even if You Do Everything Right, the Odds Can Be Less Than 1%
Because of the many roadblocks, bottlenecks, and “knockout factors” that I have highlighted in this article, the overall odds of getting a job at a “best-place-to-work” firm can often be measured in single digits.
For example, Deloitte, a top firm in the accounting field, actually brags that it only hires 3.5% of its applicants.
Google, the firm with a No. 1 employer brand, gets well over one million applicants per year, which means that even during its robust hiring periods when it hires 4,000 people a year, your odds of getting hired are an amazingly low 4/10 of 1%. Those unfortunately are painfully low “lotto type odds.”
Up to 50% of Recruiting Efforts Result in Failure
In case you’re curious, even with all the time, resources, and dollars invested in corporate recruiting processes, still between 30% and 50% of all recruiting efforts are classified by corporations as a failure.
Failure is defined as when an offer was rejected or when the new hire quit or had to be terminated within the first year (staffing.org). Applicants should also note that 50% of all new hires later regret their decision to accept the job (Recruiting Roundtable).
Unfortunately, much of what is written about “the perfect resume” and the ideal job search approach is based on “old wives’ tales” and is simply wrong. However, when I review the numbers that are available to me from internal company recruiting data and publicly through research done by industry-leading firms like TheLadders, Adecco, BeHiring, staffing.org, and Careerbuilder, it doesn’t take long to realise that the real job search process differs significantly from the ideal one.
Rather than leaving things to chance, my advice both to the applicant and to the corporate recruiting leader is to approach the job search process in a much more scientific way. For the applicant that means start by thoroughly reading the position description and making a list of the required keywords that both the ATS and the recruiter will need to see.
Next submit a customised resume that is in a scannable format that ensures that the key factors that recruiters need to see initially (job titles, company names, education, dates, keywords, etc.) are both powerful and easy to find during a quick six-second scan.
But next comes the most important step: to literally “pre-test” both your resume and your LinkedIn profile several times with a recruiter or HR professional. Pre-testing makes sure that anyone who scans them for six seconds will be able to actually find each of the key points that recruiters need to find.
My final bit of advice is something that only insiders know. And that is to become an employee referral (the highest volume way to get hired). Because one of the firm’s own employees recommended you and also because the recruiter knows that they will likely have to provide feedback to that employee when they later inquire as to “why their referral was rejected,” résumés from referrals are reviewed much more closely.
I hope that by presenting these 35+ powerful recruiting-related numbers I have improved your understanding of the recruiting process and the roadblocks that you need to steer around in order to dramatically improve your odds of getting a great job.
Click here for more articles.