Lots of job listings lately – but have you ever tried to apply? Despite a record number of open jobs in the United States, many job seekers are having a hard time getting it.
To complicate matters, there are many jobs you don’t necessarily want. Maybe they don’t pay enough, get poor benefits, or you want to put yourself in a dangerous situation where you could be infected with the Covid-1 contract.
But even when you get the job you want, it may seem like your application is getting lost in the ether. The problem is a combination of software hiring that is unnecessarily completely desirable and a corporate hiring process that, for a variety of reasons, is not always good at bringing the right person for an interview.
While you can’t always lose an algorithm or a booming corporate hiring system, there are some ways to give yourself an edge. We’ve talked to a number of job experts about how we can navigate our current system to make your job search a little less daunting:
- Be the first. Jetty O’Donnell, founder and CEO of career coaching platform Work It Daily, said, “If you’re not one of the top 20 applicants to LinkedIn, you probably won’t be seen.”
- Scan LinkedIn to see what skills and certifications you have in the job of your choice. Make sure you list them or if you don’t, get them. Don’t chase your own tail by applying for a job that you are unlikely to get.
- Don’t give up skills, even if they seem basic. Are you proficient in Excel? Make a list. “If you have access to Microsoft Office, your lack of interviews and jobs is greatly increased,” Fuller said.
- Do not leave unspoken gaps. If you take a year off to write a great American novel, say so. Otherwise, it will feel like you are doing nothing, and you may be screened.
- Make sure your resume, cover letter and application match the job description. To some extent, this means using the same phrases in your application materials that you see on the list, even if it seems a bit cheap. “It’s better to be a robotic when you talk to robots,” said Joseph Fuller, a professor of management at Harvard Business School and co-author of a recent study that disconnects employers and employees. This does not mean, however, that you play the system and use terms that do not actually apply to you, according to O’Donnell. Doing so, he says, could blacklist you.
- Show that you can handle the change. Skills are changing faster than ever before. Instead of learning every new technology, you can better explain that in the past you were good at picking new software. This may include using words like “conversion,” “migration,” or “upgrade,” and explain how you have managed the change in other jobs. “What employers are looking for is agility,” said Tim Brackney, president and COO of management consulting firm RGP. “If you can show it in your story, and when you can personally pull those elements, you have the best shot.”
- Go to a man. Try to bypass the algorithm, or try to communicate with someone who actually works at the company. That way, you’ll get at least one shot to tell your story. O’Donnell said, “If you apply online because they say they apply, you have to work your back channels as well.”
- Reconsider your priorities. O’Donnell asks his clients to make a list of their essentials for a new job – and often discovers that the list they make is too long. One thing about not wanting to sell yourself in a nutshell, it’s a certain thing that you find absolutely nothing. Her advice: Shorten your list to two or three things.
- Keep the work you have. If you get a job, it is easiest to get a job. You automatically feel appropriate for a similar position, and you avoid gaps in your resume.
Employers may be better at how they hire
Failure to meet the role is also a problem for employers, and employers can do much to ensure they are getting the talent they need (about three-quarters of employers say they are having difficulty attracting workers). So while we’re at it, here are some tips for rental companies:
- Update and fix the criteria your AI is using. Instead of looking for people who are well versed in job descriptions, look for people who have similar qualities to your best employees – those who are the most productive or those who have been with the company for a long time. This means ensuring that your algorithm does not unnecessarily exclude a large portion of candidates whose parents have gone out of the workshop for children, people with criminal backgrounds, or their employment gaps. Fuller’s report contains some in-depth advice on what to do.
- Update job description. Make sure job listings are up to date and that they focus on key skills that the person absolutely needs. This requires involving the person who is directly supervising or working with the candidate to consider what is needed for the job.
- Relax education or other requirements. In fact, “hire someone who achieves seven out of 10 of your needs,” said Nick Bunker, director of economic research. “Sometimes what they find is that people can do the job pretty well but it doesn’t hit all their high metrics.”
- Provide training on the job. Lots of people Can Only do this if they have a little instruction.