The changing nature of resumes, use of applicant tracking systems, LinkedIn and other social media sites, Skype video conferencing, big data applications and more are all impacting the way staffing agencies and hope-to-be-employees find, communicate and interact with each other. Hiring managers have even more candidates to evaluate in their search for the perfect fit solution to their need for talent.
Career expectations have also changed for new grads trying to get a career started, baby boomers with dated skills and just about everyone in the middle.
How to Stay Ahead
- There is increased use of targeting to build company brand as an employer of choice to ideal candidates. Online and offline tools are being used to actively engage with potential candidates, and helping prospects navigate the organization to create interest and determine fit.
- Mobile apps will be the next big thing for applying for staffing agencies. This trend has already emerged and is projected to grow rapidly.
- Younger job seekers approach career communications differently. Millennials are more comfortable with video and online representation. They think a paper resume is stagnant; they can’t “post or tweet” it. They are less comfortable on email.
- Recruiters are overwhelmed with various technologies and crunched for time. The average resume review time was 20–30 seconds. Now, six seconds is the reported norm. Recruiters won’t consider candidates who don’t connect with the employers’ problems.
- Resumes will become an aggregation of social media profiles. Some project less content but with more links to work, social media, video bios, contact options, infographics, and other online bios.
- LinkedIn is a complement to the resume, not a mirror. LinkedIn profiles should be more personal and more engaging than a resume. And as LinkedIn has become more robust, with the capability to link files, videos, portfolios, and other beneficial information, it often provides a portrait that is richer and deeper than a resume. Multimedia presentations, projects, and videos are more common elements of LinkedIn profiles. Summaries continue to become more creative in presenting motivation, passion, and individuality.
- Twitter is valuable for following companies and searching for job postings. Unlike LinkedIn and Facebook, hiring managers with no budget can post opportunities for free.
- Follow-up/thank-you notes are most commonly sent by email, ideally within 24 hours of an interview. Candidates should reference key points uncovered during the interview and provide evidence about how they would approach these challenges. When you keep these insights in mind as you create your own job search strategy, you will have a better understanding of the process as a whole, and you will be able to act on tips that will foster your success.
One last thing to pass along: According to the latest Indeed research, searches for jobs using terms like “remote,” “telecommute” and “work from home” are up by a third over last year. And 51% of job seekers say “flexible hours” is one of the top three factors that would attract them to a new job (after good pay and good location).
Let’s see if employers respond to this news by offering more flexible scheduling options. That would be a welcome trend, indeed.