The Overwhelming Job Search Advice vs. Candidate Frustration
In the midst of a flood of advice on crafting the perfect resume, acing job interviews, and securing the dream job, there is a growing number of disheartened candidates who feel hopeless about finding employment. On social media, experts and recruitment specialists offer an abundance of tips on optimizing resumes, answering interview questions correctly, and landing the perfect job. However, this is proportionally matched by an increasing number of frustrated candidates who have lost hope of finding a job opportunity.
The Phenomenon of “Ghosting” by Recruiters
Candidates often complain about being “ghosted” by recruiters, meaning they are ignored. According to Greenhouse’s candidate experience report, 58% of applicants expect a response from companies regarding their initial application within a week or less. Unfortunately, reality paints a different picture: more than 75% of job seekers have been ignored after an interview and never heard from the company again.
Evolving Recruitment Landscape
From a recruiter’s perspective, Liz Sarmina, a personal branding and employability mentor, acknowledges that the job search process has changed significantly. However, many candidates still include their educational experience in their resumes, attempting to add weight to their applications.
The issue lies in the fact that resumes are no longer being thoroughly reviewed by human recruiters but rather filtered by intelligent algorithms. Sarmina advises candidates to identify the top three skills that set them apart and succinctly highlight relevant aspects of their academic and professional experiences, ultimately crafting a concise paragraph that demonstrates their value to the position.
The Pursuit of the Ideal Candidate: A Misguided Approach
When candidates strictly adhere to “the rules” and still fail to secure an interview or receive any form of feedback, they are left wondering where they went wrong. Nailea Sánchez Arroyo, a recruitment and employability specialist, explains that there are numerous reasons why candidates may struggle to find jobs.
Sometimes, applicants meet the required qualifications but lack valuable skills that other candidates possess. A Harvard Business Review report reveals that companies prioritizing skills over specific experience may have up to 30% more likelihood of hiring high-performing employees in the long term.
Employability experts emphasize that there is no perfect resume or candidate, and continuous effort is essential despite setbacks. Sarmina believes that this process of learning and improvement should be embraced by job seekers.
If the concept of the “ideal candidate” is as mythical as unicorns, how can we create more realistic and transparent selection processes?
Greater flexibility from those setting candidate profiles, along with constructive feedback, could prevent desperate applicants from indiscriminately sending out resumes. This approach might also lead to a more transparent process where candidates are less inclined to misrepresent themselves in pursuit of an unattainable ideal.
