This year my son wanted a Christmas tree, despite the fact he’s allergic to them. I was game. Besides, we know this great tree farm that isn’t well known by other Christmas tree buyers.
(You may skip this story and go right to the 5 steps recruiters use to select the best resume to present to hiring managers, if you’d like.)
My family and I arrived at the tree farm and weren’t surprised by the sparse group of people eager to find their Christmas tree.
Looking up the hill I saw nothing but rows and rows of Christmas trees and a few people, some with dogs, walking through rows of those trees. No one was in a hurry. Why should they be in a hurry?
You might think I was excited to see such an abundance of trees, which at a glance all looked the same. You are correct; I was thrilled to find the perfect tree to take home to our living room.
However, as I got closer to the trees up on the hill, I noticed that they weren’t all perfect. In fact, some of them were pretty bleak with their pine needles turning brown, and their branches missing here and there. In other words, this was going to take work.
What I began to think about was how this mass selection of Christmas trees resembled the mass selection of résumés recruiters get for one job. How they have to sift through all those résumés in order to select the ones to submit to hiring managers (HM). Here are the five steps they must take.
First, reduce the number of résumés to be read
By now you’ve heard about the applicant tracking system (ATS) and understand its purpose, to eliminate as many résumés to read as possible. Simply stated, it screens résumés for keywords and phrases. Those without the proper keywords don’t make the cut.
To give you an idea of the sheer number of applicant for each job: according to Jobvite.com, nearly 100 résumés are submitted for professional positions and 150 for other entry level.
The ATS effectively eliminates 75% of résumés submitted for a position, but even reading 25 résumés can be a burden. (Read 10 reasons recruiters and hiring managers dread reading résumés.)
Second, read the 25 out of 100 résumés chosen by the ATS
Even after the résumés have made it through the ATS, recruiters will take approximately six to ten seconds to read each one to determine if it’s worth a second view.
Recruiters’ job is to look for résumés to disqualify from consideration, rather than qualify them for consideration. It’s a process of elimination. Résumés that make the cut are placed in the “must read” pile.
Third, read the résumés in the “must read” pile
A closer look tells recruiters if the résumés have what it takes based on:
- Readability: the résumés contain short paragraphs, with no more than three or four lines. Important points are bulleted. Important text is highlighted in bold to stand out from the rest of the text.
- Accomplishments stand out: they are measurable with numbers, dollars, and percentages. Executive résumés, according to Laura Smith-Proulx are quantified.
- Shorter is better—two pages—but I’ve spoken with recruiters who will read three- even four-page résumés. The more pages, the easier the ATS to see you, my dear.
- Demographics: Determine if the applicants’ demographics fit the role. Does he live close enough to the company? Does his work history show too much or enough years of experience? What size companies has the applicant worked at?
Fourth, determine which two, three, or four résumés to submit to the hiring manager
The recruiter’s reputation is riding on the best candidates to submit to the HM, so the résumés must impress him. He must be sold on the candidates’ accomplishments, which must be relevant.
For example, although a candidate has outstanding accomplishments as an individual contributor—increased revenue 80% by generating business in uncharted territory—but the job calls for a person with management experience, he probably isn’t a good fit.
Personality fit is also key in the recruiter’s decision. But how does the recruiter see candidates’ personality in a résumé? It’s not an easy task for the job seeker to accomplish, but a résumé that demonstrates a human voice without use of fluff and cliches is preferred.
The use of personal pronouns is typically frowned upon, but when used sparingly can emphasize the job seeker’s skills and accomplishments. By sparingly I mean used only in the Performance Profile section.
Fifth, defend the recruiter’s choice to the hiring manager
A well written résumé should not be difficult to defend. After all, it has passed the ATS, the six-second glance, a more extensive review, has presented relevant accomplishments, and has given the recruiter a sense of the job seeker’s personality…as best it can.
But the résumé is a document that can’t reveal as much as the interviews conducted by the recruiter, HR, and the hiring manager. This is a the first step in the process, albeit a very important step. The recruiter must sound convincing when she presents her decision to the HM, perhaps second guessing the choices she’s made. Let the interviews begin.
Back to the story: The Christmas tree our family chose was one of the best in our family’s history. It was the ideal height and width. It only shed a few pine needles. But my wife wondered aloud if the short needles would be as good as the longer needles.
To me, it was a Christmas tree that we selected together. Was it perfect? No, but what is?
Thanks Bob, nice read, much useful to enrich my knowledge about process and be efficient
I found this to be very helpful and made notes accordingly.
Interesting to note that in recent years the advice is to omit residence address for safety and security reasons and yet one criteria mentioned in this article is whether the applicant lives close to the workplace. Of course one could infer that merely means in the same city and not literally in proximity to the place of business itself. On the other hand if the nature of the work includes emergency call outs during nights and weekends living close to the shop would clearly be a plus especially in bad weather