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What keywords hiring managers should look for in a resume

March 28, 2014 Leave a comment

Locating the best employees for staffing any office requires a lot of experience, intuition and “reading between the lines.” In other words, what a person writes does not always accurately describe an applicant’s skill set or professional abilities. If a typical recruiter spends under two minutes looking at any given resume, that gives them time to do a quick scan of information and key words they are looking for before putting it down and going on to the next one. Staffing professionals are not easily impressed by general resumes without specifics to the position being applied for.

Paying Attention to Descriptions

According to a recent Harris poll, the types of wording a potential candidate uses on a resume can be extremely revealing as to the person’s experience and appropriateness for a certain position. For instance, a number of descriptive phrases job applicants use are immediate turnoffs to staffing professionals. The survey involved more than 2,200 human resource professionals and hiring managers who were all involved in a wide range of industries.

Just Say No

A high percentage of hiring managers agreed that many of the most commonly used terms on a resume jump out at them as a big bold NO. Those are words like:

 

  • Best of breed
  • Go-getter
  • Thought leadership
  • Think outside of the box
  • Synergy
  • Go-to person

 

Words that Win

Employers taking part in the survey gave some tips as to the types of words that they see as positive. Those are the types of words or terms that prove action on the part of the candidate. At the top of that list is “achieved,” which cuts through the fluff and means the applicant actually did something positive in the position. Rather than being subjective, these words convey real information. Other words that hint at positive work skills are:

 

  • Improved
  • Trained
  • Mentored
  • Managed or Created
  • Resolved

 

Verifying Experience and Balancing Credentials

One type of verification lies in the amount of time the applicant spent at any given job, and the reason for leaving. While quick turn-around in a position is not usually an asset you’re looking for, there may have been extenuating circumstances that explain the situation. References can also be beneficial, but only to a certain extent. It can be hard to judge credibility and partiality when speaking with references stated on a resume.

With so many points to balance and verify, the best way for recruiters and companies to fill positions is by using the latest technological platforms, such as the Applicant Tracking System. This is an integral system that can locate available talent with the needed qualities for any position.

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Blend Technology and Recruiting using Applicant Tracking Systems

March 14, 2014 Leave a comment

Recruiters are faced with the challenge of bringing new talent in for their company. But the definition of talent is a moving target. This is particularly true in the technology field. Where backgrounds and skill sets may be similar, proficiencies and interests will differ. Resumes don’t reflect how well a person knows a particular protocol and interviews can only provide a surface level understanding of qualifications.

Even the most rigorous of interview processes fall short of the mark. The proof is almost always in the pudding, especially when discerning between general aptitude versus practical application. Hiring employees with only a very minimal understanding of their skills puts employers at risk. How is one to know if the candidates that have applied for the position truly are well suited for the role?

That’s where hiring platforms come in.

There is a new way to screen applicants more efficiently called hiring platforms. These platforms bridge the gap that exists between technical proficiencies and proper role matching within organizations. They allow recruiters to match applicants to job specifications more closely than ever before. This provides the recruiter with enough information to make a decision about moving a candidate to the next step of the hiring process. It also allows for the preparation of a more role specific interview.

Also called Applicant Tracking Systems, these platforms were developed to assess technical skills of interested candidates and provide a repository of information that can be accessed by recruiters. Platforms such as these allow companies to provide challenges to the technical community that they can later filter for responses that meet their needs. Once a list of matching candidates is compiled, companies can contact them for an interview. This process allows companies to ask questions and form scenarios that are directly related to what a candidate might experience were they to become an employee. They can dive as deeply as creating a code challenge that applicants must solve. Code assessment tools are available though the platform, removing the need for the recruiter to provide technical assessment. This parsing of candidates in a virtual environment will yield preliminary matches early, saving time and money.

Applicants treat the websites much like they do professional social media sites like LinkedIn. They build a portfolio that can be browsed by potential employers and link projects to show their skills. This kind of showcase for technical abilities is currently not available in the marketplace. Platforms like this allows recruiters to connect with the people possessing the technical skills they require without having to sort through the erroneous details that do not apply to their needs.

Technology has to become a part of technical recruiting. To stay on the cutting edge and acquire fresh, competent talent, the market demands it. Companies will find that they have access to a wider pool of talent that is well matched for their products and services by incorporating these groundbreaking tools in their hiring process.

Top Applicant Tracking System to Address Section 503 and VEVRAA Regulation Changes

March 7, 2014 Leave a comment

Top Applicant Tracking System to Address Section 503 and VEVRAA Regulation Changes

Newton Software Enhances Applicant Tracking System to Address Section 503 and VEVRAA Regulation Changes  #HR #ATS 

Newton’s Hiring Software Optimized for Mobile – Coming Soon

March 5, 2014 Leave a comment

Newton’s Hiring Software Optimized for Mobile – Coming Soon

Soon, Newton will be the only Hiring Software that functions the same, no matter how you connect to the Internet.

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