Is the Job Application Dead??

Hiring and developing great talent has always been one of the most important things a company can do.

Job boards and untargeted cold emails might work well for entry level positions, but if you want to get top tier talent through the door, you need a new approach – you need to focus on candidate engagement.

Here’s why:

Why The Application Isn’t Working

Job adverts make a fundamental assumption that a candidate is actually interested in applying to your company. This is great for active candidates who are job hunting, but what about everyone else? What about the candidates that sees one of your tweets? The people that come to your careers page hoping to learn more about your culture?

Prospects that heard from a friend your company was “doing some cool stuff”? Do you think they’re going to click that apply button? They might do, but it’s more likely that they’ll just leave your website and go back to checking out cat memes! A shocking 98% of people that visit your careers page leave without taking any action at all.

Why? Typically, the only action visitors can take is an application. The main problem with this is that the passive candidates that hit your site aren’t “ready-to-apply”.

Online, but the same

AKA, the seemingly sensible ‘one-step at a time’ approach that utilizes online resume templates. After all traditional resume formats typed up in word-processing software have long been the common standard. This type of change could be better if done gradually (for the bulk of candidates and recruiters alike). Using such tools job seekers can start with a structured template, and finish with an impressive looking resume.

Pros

• Easier to have a structure than starting with a  blank screen

• Simple to share and track communications

• Less risky approach, well-suited to more conventional industries and less creative jobseekers

Cons

• Doesn’t give employers any more information than a conventional resume

• Templates that are too structured limits the ability of the job seeker to show their creativity

• A resume created with a Word processor is already in an electronic format

I see this as a useful tool for jobseekers, but too small a step at addressing current concerns to become a new standard.

Creative/Videos

There have been those who suggest that applicants should be as free as possible and put together their own creative presentation, with limited guidelines. This approach was recently adopted by Union Square Ventures, who have been requesting applicants to submit links representing their web presence and short videos when applying for jobs at the venture capital firm. They say this process “nets better-quality candidates.” UK job seeker Graeme Anthony was looking for a PR job when he put together a compelling video that attracted big audiences. “It shows off my personality in a way a paper CV can’t,” he said.

Pros

• Provides employers with a greater understanding of a candidate’s personality and style, as well as a more thorough story of what they have achieved during their career

• Candidates can choose a domain for their presentation, and utilize inbound marketing techniques so their target audience will find it

• Candidates can truly stand-out: no two applications can be the same

Cons

• For once-off low-volume applications geared towards a creative market, this can be a lot of fun. But what about everyone else?

• This style of application is difficult to manage within a company’s existing HR processes and systems. Companies who are hiring more than ten people may find managing and reviewing these entries simply too complicated

• Reviewing such presentations can be time consuming. HR professionals are already pulled in several directions, with not enough time in the day to complete daily tasks, let alone when they need to review 500 videos or creative websites

• They lack data that is important in determining a candidate’s fit for the job

• For non-creative job seekers, these are too difficult to put together

• Rarely relevant to positions outside technology, design, sales, marketing and PR

This may indeed become more common in certain industries, but will need to be a component of an integrated approach for the mainstream.

Infographic

As I mentioned in my last post, given that many enjoy reviewing data visually, we are increasingly being surrounded by infographics. Predictably, ideas have been proposed to replace resumes with graphics. This is one of the more visually pleasing options available.

Pros

• Can be exciting to put together, and allows creative skills to flare – for the right candidate

• Ability to portray a different side to a job seeker’s skill-set

• The end  result can look fantastic in contrast to current conventions

Cons

• The style can be confusing for resume reviewers, and could take too long to review in a volume situation

• Whilst they are sometimes superb introductions, they lack the necessary data behind them

• More attention will inevitably be given to the design rather than the data it represents

• Again, job seekers who aren’t creatively minded will find this concept difficult and frustrating

I see value in these for recruiters in being able to easily digest and review information, but surely these should remain the powerful book cover to the rest of the candidates’ information.

Social networks

With the web becoming more social by the day, where better to develop an online presence than using a social network, where users can easily interact with current and potential employers. As Allison Cheston correctly points out “networking is still the number one way people find careers.”  Further, these networks now offer features for users to easily apply for job opportunities.

Pros

• Powerful tool to develop relationships with potential employers

• Profiles are search-engine optimized, so users can be found easily

• Easy to update, as it is important to maintain these even when not necessarily looking for a job

Cons

• You only get one profile, and therefore it is very difficult to customize it for a particular position

• The information in such a profile is more at the introductory and narrative level; perfect for developing a network, but not detailed enough to get a job

• These networks often have a one design fits-all for the profiles, which doesn’t allow a candidate to show enough of their personality and style

• These are less useful for jobseekers earlier in their careers without a substantial business network

Online social networks have already changed the recruiting process. However, I see the use of these as complementary tools to the more general standard approach.

All of these approaches have creative products that are allowing jobseekers to change the way they apply for job opportunities. And sure, each of these has significant value and gaining traction in different industries and job types.

But what it takes to become the new “common ticket” is a combination of the above, with the flexibility for each industry to set their own standards within a designated framework. Here, I wanted to take products out of the equation, as this discussion is about something much larger – the themes. Within the next few years, a combination of the above will rapidly increase adoption, and we will start to see the end to the resume as we know it.

There are too many issues with the current passport to a new job, and too much innovation available, to prevent its evolution. Be ready for it.

Cover Letters: Yes, They are Dinosaurs, But They are Still Requested!

They say that the resume and cover letter are going the way of the dinosaurs and that digital portfolios are the way of the future. I agree! Once millennials advance in their careers to occupy the ranks of hiring managers, personal websites, LinkedIn profiles, and overall Internet presences (including social media channels…but you already knew to keep your spring break Instas to yourself — right?) along with the tailored questionnaire that many ATS’s* offers will likely constitute the whole of a job application.

For now, though, it’s important to have your resume and cover letter game on lock. Plenty of great resume templates exist around the web, so let’s talk the bane of every job seeker’s existence: cover letters

Cover Letters

Every job seeker’s nightmare

Let’s get the bad news out of the way first. You CANNOT use the same exact same cover letter to apply for every job. The good news (!!) is that you can create a template that’s easy to replicate and creates the illusion of a super-tailored piece of writing every time. Plus, it can be fun!

Step 1: Figure out to whom you’re writing. When I ask you to figure out your audience, I’m suggesting that you not only take your best guess at the individual who might actually read your cover letter (by browsing the company website and/or LinkedIn for the head of recruitment or potential hiring manager) but also that you get a sense of who your audience is more broadly. You’ll want to adjust your tone to mirror the job description; it can be just as jarring to receive a stuffy, formal letter at a laidback startup as it can to receive a conversational note at a place where etiquette demands a sober tone.

Step 2: Write an opening sentence. So you’ve addressed a specific person and decided how you’re going to communicate. Now, you’ll state the position to which you’re applying and mention how you heard about it. Something like, “I’m writing with enthusiasm regarding the Marketing Associate position at Compass. I found the posting on AngelList and was immediately intrigued,” will do the trick. If you’ve decided to adopt a casual tone, a version like, “I’m reaching out to express my excitement about the Marketing Associate position at Compass. I’d like to think it was fate that brought this opportunity to my attention, but I found the posting on AngelList.”

Step 3: Mention some specifics to show you what this company is all about. The next step is to show that you have the work ethic, savvy, and enthusiasm it takes to write a truly tailored cover letter. This will entail some background research; if you do it right, browsing the website (the About, Team, and Press sections can be particularly useful) for a few minutes is sufficient to sound impressively knowledgeable. You just mentioned in your opening sentence that you’re pumped about the opportunity, so tell the reader why this company is where you want to be.

Here’s an example by ImpressiveCV of a brief, yet effective few sentences to do so:

One way to avoid the potential for your cover letter to become a dry block of text (other than to make it personal and specific) is to break up the formatting. The bulk of the content will be your explanation of your qualifications, so why not keep it clear and powerful by pulling out 3 core competencies of yours that most closely relate to the demands of the role. By keeping it personal and to-the-point, you’ve minimized the risk of the hiring manager merely skimming the letter, but it’s powerful to restate the most powerful parts of your “why me” argument nonetheless. Think of a synonym or word that captures the gist of each of your three competency bullet points. Then, figure out how to summarize the goals of the position. From there, simply put ’em together and tell your reader that your shining qualities will help you hit it out of the park as the newest member of their team.Now end it with an appropriate closing and your name, and — voila! — you’ve written a pretty badass cover letter!!

How to tailor your ATS resume

If you are a job seeker you would constantly be hearing “you must tailor your resume to every job application.” So, how doe one actually do this?

You’re probably wondering- Is it really necessary? It might be tempting to skip it, because yes- it takes time.

But it really will make a huge difference in the number of companies that call you back and invite you to interview I’m talking about an exponential increase in callbacks… not a slight increase. I’ve tried both ways for my clients, trust me.

Tailor your resume every single time

Don’t let your CV get lost in the pile of paperwork

What is CV tailoring?

Much like when you buy an item of clothing and then decide to make some alterations, tailoring your CV does not mean that you re-write the entire CV from scratch Rather, you amend, and shape it so that it fits better. Likewise, CV tailoring will allow you to use one or two main CV templates and make a few simple but powerful alterations so that it suits the purpose for each of the related roles that you are applying for.

In the same way that one size does not fit all when it comes to clothing, one size of CV does not fit all recruiters or jobs. Submitting job applications can be a numbers game (in that you may need to submit many before you succeed), but there are some powerful tools you can absorb into your arsenal so that you give your application the most chance of leading to an interview. One way of doing this is tailoring your impressiveCV, because:

• It helps target your application

• It assists the recruiter in seeing that you have the skills/training/qualities for the role

• Most importantly, it shows an attention to detail and that you have taken the time to review the job description and “answer” to its demands in your CV

Do not underestimate the power of tailoring your impressiveCV.

Given two candidates with similar or equal credentials, experience, skills, and training, recruiters will invariably prefer the CV that clearly demonstrates a faithful response to the needs of the role in question. Recruiters are short on time and often just scan CVs to check for key bullet points that show you are qualified for the role.
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For recruiters that utilise “sifting software,” those programs are doing the reading on their behalf, and sift out the undesirable candidates— all the more reason to tailor your CV, as a computer program cannot “join the dots” together and see that you can do the job if your CV is not tailored to spell it out loud and clear.

So how do you do it?

1. Read the job description carefully. Ensure you are a good fit

2. Pick out keywords and phrases. Have a look at www.jobscan.com to assist you with key words

3. Make your experience fit. Use examples to showcase

4. Put your most relevant experience first. ...

5. Research the company and its key phrases and words

6. Tailor your CV to the job description for the best chance of success

Cross your t’s and dot your i’s. Seriously. Many job ads include a line stating that a candidate should exhibit excellent communication skills. While there are many interpretations as to what this may mean, it may actually be a simple yes/no rating that could stop your application dead in its tracks. How picky do search committee members get? That depends, of course. It’s true that not everyone was an English major in college, but the broad assumption is that materials should be virtually free of grammatical errors and demonstrate a degree of writing proficiency -- with a clear sense of organization and some variety in sentence structure and words.

Take the time to read and reread your application materials; consider asking a close friend to proofread as a favor. Despite your accolades, some raters may push you to the bottom of the pile if your writing reads more like a hastily sent text than a polished, professional piece.

Director and Executive CV Writing

As a C-Level, senior executive, or a mid-level manager looking to enter the world of senior leadership, your years of experience, education, and personal development may seem difficult to fit into a 3-page CV. So what should you include, what should you leave out, and how should it be formatted to ensure it stands out in the pile of resumes the recruiter is likely looking at?

The first, and most important tip is to have someone else look at it. Working on one’s own CV usually results in one of two outcomes; either the CV is too humble, not making enough of your years of achievements and hard work, or it is too over-the-top with industry jargon, which a recruitment professional may not be able to adequately compare with competing CV’s. I’m sure it’s no surprise that I would recommend using a professional service such as impressiveCV to help with this, but this recommendation is more than just a plug for business.

Professional CV writing and career consultancy services offer something that your colleagues, family members, and friends usually can’t, we do market research with recruitment agencies, and we keep up-to-date with both local and global trends in best-practice application preparation. This may not sound important, however just the smallest faux-par in a CV can send it straight to bottom of the pile. Some examples include the use of a photo in a CV, while this is a common practice in Middle Eastern recruitment, particularly for senior level-employees, but in Australia it is not recommended.

Another example is the perspective of the writing, many, if not all job seekers are aware that that it is considered poor- form to write your CV in the first person (using ‘I’, ‘my’, etc), but unfortunately all too often we see self-prepared resumes that have taken this what not to do information, and created a CV in the third-person perspective, for example “Stacey is known for…”. This is considered equally poor form in the recruitment industry, and may again be the one thing that sees you miss out on a role against a similarly experienced candidate. For your reference, CV’s should be written in a style called ‘the passive voice’, with no forms of personal pronoun at all, if you’re not confident in writing this way, please seek professional assistance from impressiveCV.

Personal branding is another hugely important factor for senior staff, but how do you get it into your CV? Start by identifying your brand; what is your leadership style, what do you value professionally?

Think of your personal brand as an individual version of a company’s Mission and Values statements. Identify your own mission and values, and embed that theme throughout the CV, you can do this in your elevator pitch, a sub-heading under your name, and as a theme throughout your achievements within the document. Find examples of ways you have lived up to this brand throughout your career and highlight them within your CV. Additionally, ensure your LinkedIn profile and any other online presences follow the same brand. A true brand needs to be consistent. For more information or assistance with creating your personal brand click here.

Finally, know the company. I can’t stress this enough know the company you are applying to work for. Know their history, know their values and mission, know their development plans. Take the time to research all media on them, and read their 5 year plan start-to-finish.

There are no short- cuts if you want to ace the application and interview process for a senior executive or C-level position. If you don’t know the organisation inside and out, past and future, but another candidate does, you can all but wave the job goodbye.

This is an area that even professional and highly experienced boutique Executive CV firms such as impressiveCV are not able to help you with, because we can’t sit the interview for you. We can help you source the information you’ll need, and we can incorporate it into your CV and other application documentation (ideally aligning it with your personal brand), but at interview it is up to you to know and understand the company, what they need, and how you fit that need. More information on Senior level interviews can be found here.

Final tips if you are planning to do your CV without professional assistance:

• The top half of the first page is the first impression. Use this space effectively. Highlight all of the most important information; your name and contact details, brand statement/elevator pitch, core competencies/areas of excellence, and most significant career achievements. Always use measurables ($, %, etc) and show personal growth and contribution to company growth wherever possible.

• Use white space and design effects to highlight items of most importance. In the most senior roles, use of Applicant Tracking System software is rare, so you can afford to get a little bit creative in your design, with career timelines or infographics. These should be used appropriately, and even if you are a design professional, I strongly recommend having a recruitment or CV writing professional review the work (many will do this at no cost) to ensure it still meets industry standards.

• Be concise. Keep the CV to 3-4 pages at an absolute maximum (ideally 2 pages if you can). Write with purpose and avoid all unnecessary or doubled-up information. If you had some of the same responsibilities in two different roles, only include them once; if you have highlighted an achievement in a specific achievements section, then ensure the achievement notes the employer/role, and remove that achievement from the professional experience section. Remove or reduce to a timeline graphic all employment more than 15 years old, and include only qualification title, education institution, and year of completion for items in the education section.

How to write an impressive CV

I don’t think anyone enjoys writing a resume (well of course professional CV writers). They can feel like pointless exercises in self-glorification at best, and an exercise of fine art. Looking for a new job is a full-time job on its own so you will need to have a carefully crafted document you can use as a supporting tool for your personal brand. To avoid the lengthy job-hunting process, your resume needs to have the ‘wow’ factor. It needs to hook the employer and make them want to know more about you. Read on for my tips to success!

Resume Writing:

How to write a winning CV

1. Contact Information

   Place your contact information at the top of your resume; it should be the first thing the employer sees. Your name should be at the very top and should stand out. You might make your name larger in font and bolder than the rest of your resume. Ensure you have a professional email address, your LinkedIn profile url and your phone number. Depending on the location you are in, you may need to include if you have a valid driving license, your DOB and your visa status.

   2. Executive Summary

   Writing a winning executive resume summary will require a bit of work and reflection, but as a proven leader, you’re not afraid of a challenge, right? This will also be a valuable exercise as you prepare to update the rest of your resume and put your best foot forward in interviews. Having a clear understanding of your true value and most relevant accomplishments will inevitably serve you well throughout your job search. Cross- check your resume to ensure it contains these keywords and demonstrates how well you deliver in these areas through your major achievements. Go through your resume with a fine-tooth comb keeping these criteria in mind and if the content doesn’t address it you need to cull, cull, cull. There is no point wasting words on irrelevant details that add no value – make sure your resume is a marketing tool to sell you. Relevance is key!

   3. List your Skills

   Why? As you might already know, most recruiters only need about six seconds to decide whether a resume is worth reading in full. That means you only have about six seconds to get the most important, most impressive points across. Otherwise your resume ends up in the bin.

   With that in mind, having an entire section designated to your skills makes a lot of sense. After all, it’s through your skills that you can be useful to a company. By devoting an entire section to them you help the employer quickly assess if you can bring something to the table.

   What’s more, your resume isn’t for human eyes only. Every larger company nowadays uses an applicant tracking system (ATS) to weed out weak candidates. Because of that, most resumes never get to a human reader.

   Fortunately, your resume’s skills section can help you punch through the ATS wall.

   How? One way an ATS flags a resume for closer (human) review is by scanning it for relevant keywords. Luckily, by definition, any good skills section contains a relatively large number of these keywords and can help you get invited for a job interview. Make sure you include the skills listed on the job description!

   • Hard Skills, are those of your skills that you’ve acquired through deliberate effort. They can be learned, taught, and measured. Examples of hard skills include: English, Spanish, HTML, Python, copywriting, data analysis, SEO, SEM,  and others.

   • Soft skills, on the other hand, are closely tied to one’s personality traits. They arise from your previous experiences and the environment you grew up in. These could be your leadership, communication, or other interpersonal skills. As opposed to hard skills, soft skills cannot be easily taught. Examples of soft skills include: problem-solving, negotiating, multitasking, time management, presenting, and others.

   4. Accomplishments

   The competition for many roles is extremely high and many applicants for any given job will have similar skills and qualifications. To stand out, you need to demonstrate to the potential employer that you can do the job well. You do that by showing how you’ve made a positive impact and contribution to your employer’s business. Resume accomplishments are most powerful when you quantify them using numbers or percentages.

   The simple fact of being responsible for something impressive in a past job doesn’t necessarily mean you excelled at it. An achievement-focused CV hones in on the results you got – rather than the duties you performed – to help a future employer see your potential. Many job-seekers do not include professional accomplishments, often because they base their CV purely on the job description. This is the difference between an impressive CV and one that does not stand out. Creating a CV focused on tangible strengths, as opposed to simply listing responsibilities, will help to get your CV noticed and increase your chances of securing an interview.

   Consider these two examples:

   • ‘I was responsible for the company's filing system.’
     

   • ‘I streamlined the company's filing system and saved the company $5000 in temp costs

The difference between an impressiveCV and one that sits in the pile

Quantify your value!

Numbers easily impress people, so the more facts and numbers you can add that demonstrate the impact you’ve made, the better. What kind of budget were you responsible for and how much money did you save or make for the company? How many people were on the team you’ve been managing, and what were they able to accomplish?

Also, whenever you add something to your resume, ask yourself, “So what?” In other words, you know how to write press releases. So what? What was the real benefit to your boss or the organization thanks to you having that skill?

For example, instead of simply writing, “created monthly client reports,” you could write, “prepared and created 30 monthly status reports to ensure clients received timely information on their campaigns’ performance.”

Trisha Chapman

Managing Partner: impressiveCV