In the fast-paced world of recruiting, I’ve seen trends come and go. With over four decades under my belt, I’ve watched the recruiting industry evolve in countless ways. Today, I’d like to share some observations I’ve made, which might just help you optimize your chances when you send that resume out next.
The Absence of Phone Numbers on Resumes
One thing I’ve noticed lately is that many candidates opt not to include their phone numbers on their resumes. The usual reason? An influx of unwarranted or even fraudulent calls. While I empathize with this concern, it’s crucial to understand the recruiter’s perspective. We often sift through 80 to 100 resumes in a short time-frame. If a resume lacks a phone number, it, unfortunately, ends up in the discard pile. The market today is ruthless, and this omission can be a deal-breaker.
Geographical Discrepancies
Location, location, location! A recurring issue I’ve seen is applicants from one city, say Seattle, applying for roles that explicitly state a different location requirement, such as “MUST LIVE IN DALLAS”. While this might infuriate many recruiters, I’ve come to approach it with patience. Over the years, I’ve learned to differentiate between genuine candidates and those just throwing their resumes into the wind. But it does raise concerns about the diminishing accuracy of platforms like LinkedIn, Zip Recruiter, and Indeed. It’s essential to pay close attention to location specifications when applying.
Qualification Mismatches
One of the more puzzling trends I’ve encountered is receiving applications from individuals who don’t meet the listed qualifications. I appreciate the spirit and the belief some candidates have in their potential. Often, they’ll accompany their application with a heartfelt explanation of why they believe they’re right for the role. I’ve always said that recruiting is a bit like searching for a needle in a haystack – you have to “kiss a lot of frogs before you find a prince.”
However, it’s crucial to differentiate between having the skills to perform a job and having verifiable experience in that role. Imagine a hiring manager taking a chance on an unproven candidate. If things don’t pan out, they’ll inevitably face the question: “Why hire someone without relevant experience?”
In Conclusion
The recruiting world is ever-changing. The nuances I’ve highlighted above are just the tip of the iceberg. My advice to all job seekers is to be diligent, attentive to details, and always ensure that your application aligns with the position’s specifications. After all, your resume is your first impression. Make it count.
