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Job Search Terms – What is that? Don’t I Just Apply for the Job I Want?

Job Search Terms – What is that? Don’t I Just Apply for the Job I Want?

NO – that is the long and short of it.

Recruiters – agency or in-house all use key words and search terms when sourcing for resumes. Where are they looking these days? Beyond Careerbuilder, Monster and the industry specific job boards you are posting, we are also looking at Indeed (yes you can post your resume to Indeed), LinkedIn, Google and Google+, Facebook Branch Out, the list goes on and on. So first be sure that you are present and accounted for on all of the sites. Next, you need to really look strongly at your resume. This can be very overwhelming, I know. I have hundreds of tips and suggestions for resume but for this we are going to stick to key words and search terms.

There are lots of posts on this topic and you should by now understand that recruiters and hiring managers use similar search technology (that is more sophisticated) that you might use to find a fine dining restaurant in Seattle that is kid friendly and has a vegan menu. The point is that we are looking for is something very specific and with some work and adjustments in our search can typically find what we are looking for whether it is a restaurant or a SVP of Sales in Finance or an Administrative Assistant with Direct Marketing experience.

The key is to review job descriptions that you find yourself qualified for, don’t worry if the company, location or compensation are right, just look for well detailed job descriptions for which you are qualified and review them for key words. I will use what would appear to be a very simple job title, Administrative Assistant, which returned 44k results on Indeed. Just by looking at job titles some stand out to me that you want review and be sure you have in your resume right away. If they don’t apply, please don’t compromise your integrity by adding them.

Key word examples for Administrative Assistant:

  • Titles: Executive, Senior, International, Global, Operations Coordinator, Support
  • Tasks/Skills: Travel Arrangements, Organization, Calender Management, Correspondence, Marketing, Bookkeeping, Order Supplies, Inventory Management, Planning, Meeting Set up, Virtual Meetings, Coordination, Proposals, Call Routing, Filing
  • Software: Word, Excel, Go2Meeting, Visio, Outlook, HTML
  • Industry Specific Titles/Software/Tasks/Certificates: Be sure to use the acronym and the spelled out versions of certificates and programs in your resume. Are you a legal secretary and have your ALS be sure to write it out as well. If you have a customized software system put the description in parenthesis after the title of it, example: Bullhorn (applicant tracking system)

When you are reviewing the descriptions and relaying the information back to your resume be clear and quick to the point. Don’t use an excessive amount of wordy sentences. Be sure that your resume is something that can be skimmed over quickly and has the key points requested in most descriptions. If you are applying for an industry specific position such as legal, medical/healthcare, IT, manufacturing, accounting/finance be sure and add industry specific key words and details at minimum in your objective or purpose statements.

TIP: The more key words you have that match our search string the higher to the top of the list you will appear!

image borrowed from Wiley

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What if Recruiters Stopped Using Social Media?

What if Recruiters Stopped Using Social Media?

So I was just reading an article by Erica Swallow  about how recruiters use social media to screen candidates. The article is more of an infograph than an article and it is packed with incredible detail. One of the strongest findings, recruiters who participated in this confidential survey shared that 69% of recruiters had ruled out candidates based on what they viewed on their social media sites. Conversely 68% of recruiters hired a candidate based on the profile or pages of a candidates social media presence.

Obviously this type of information is going to send lawyers and candidates everywhere in to an uproar, but wait a minute I am confused! I personally don’t search out candidates to see their activity on Facebook however I have searched for candidates on Facebook and LinkedIn and I post jobs on both. I also use LinkedIn to review a candidate.

I have put together a hypothetical thought. Here are some potential ramifications if recruiters are not supposed to use social media to make hiring decisions and stop:

  1. No more posting jobs on twitter, google+, LinkedIn, LI Groups, Facebook, etc…
  2. No more asking for recommendations from colleagues, former bosses, customers, etc… on LinkedIn because we won’t be looking at those
  3. re: #2 it will be back to company policy of dates of employment and title only
  4. Passive job seekers will have to go back to putting their resumes on CareerBuilder and Monster for their current employers to see
  5. Most people learn about openings from referrals and people in their “network” that they trust without social media our networks shrink considerably and so do the candidates
Maybe I am in the minority, I believe that what people are doing is working if just as many recruiters have hired candidates based on their online presence as not, they are better odds than the traditional job boards. Honestly, we are looking for strong positive connections to make a good hire that we know will last and by seeing deeper connections through your online profile we feel that much more confident in the decisions we are making.
It is fairly simple what we are looking for:
  • We want to see that you have recommendations from former employers, colleagues, customers, etc…
  • We want to make sure your resume and profile match
  • We want to see that you have connections with a variety of professionals in your industry
  • We want to see that you have joined groups in your field
Does this mean that a recruiter should only be using social media to find the positives about a candidate?  Define what is positive? This DOES vary from employer to employer and job to job. It isn’t feasible.
RE: YOUR FACEBOOK ACCOUNT (this is the one people seem to really struggle with) Here is the biggest thing to understand, as a job seeker or potential candidate, even a current employee “we” see what you let “us” see! WOW, crazy isn’t it! I don’t want to see any interrogating or compromising pics or posts from any of my friends let alone someone I don’t know; it honestly makes me uncomfortable. If you have an issue with an employer, your grandmother or anyone else seeing you sloppy drunk then use your security settings to block us, we aren’t friends, so that should be easy, as far as grandma you will have a few extra steps to take.
Recruiters and Business owners please note that there are unwritten guidelines and ethics we use as guiding principles in all of our recruiting and sourcing efforts, this is no exception. The laws are detailed and vary based on the use of social media in recruiting be sure that you are staying on top of them or reaching out to a professional when you are unsure of proper protocol.
thank you Social Media Sean for the image

Have You Automated Your Job Search Too Much

Have You Automated Your Job Search Too Much

We have the ability to get all kinds of jobs emailed to us daily or weekly from places like Careerbuilder, Monster, Flip Dog, and Indeed, but my question is are you even looking at these and responding appropriately?

 

DON’T APPLY FROM YOUR PHONE

Why? Because completing the application is only 1 part of the process. Let me refresh your memory:

  1. Find a job you are interested in applying for.
  2. Research via LinkedIn & the web more information about the company, department & HR
  3. Review your resume against the job description and be sure that at least 4-5 of the key points of the description match your resume. If not add them in (if you have the skills & experience)
  4. Be sure that you have the minimum qualifications that they are asking for
  5. Take the key points & any qualifications you have above the minimum and compose a cover letter that includes one or 2 fast facts from the research you did as to why this is a good fit for you & vice versa.
  6. Send resume & cover letter per their request method
  7. Follow up in one week with a voicemail or email stating the date you sent your application/resume, your x years experience and that fast fact you included in your resume. Keep your voicemail to under 60 seconds and include your phone number.
  8. Connect with the hiring manager or HR professional on LinkedIn and be sure to point out that they can get a sneak peak at your references on LinkedIn if they would like.
Phew… See, I kept it under 10 but it is a lot of work. This is for every job that you are truly interested in getting an interview with. I know it is overwhelming and you are tired of getting your hopes up just to loose out in the final interview stages to another candidate. If you are getting calls for interviews and making it that far it is purely a matter of fit for that particular company which you cannot take personally. If you are making it to second round, you are doing all the right things, I promise or they wouldn’t have called you back after they saw your resume or after the phone interview or after the first face2face.
Don’t just rely on exchanging emails with your Smartphone, one out of 1,000 jobs are most likely gotten this way (I just made that number up but I really think it is true).

Fast Fact re: Your Resume & Job Boards

Did you know that when a recruiter searchers an online job board for your resume there is a freshness option? The default on many of the boards is 90 days and many never change the default. That means if you have not updated your resume within 90 days you will not appear in a recruiters search.

 

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