Tuesday, April 21, 2009

Treasure Hunt

That’s what hiring/staffing/recruiting can be compared to.

In good times or otherwise, recruiters are always looking for clues (read: candidates) everywhere: jobs boards, networking sites, search engines, employee referrals, among other resume sources. That prompts me to ask a question:

If you are a candidate looking for a job change (either active or passive) are you leaving enough clues for the recruiters to reach you?

If you have been a hiring manager or a recruiter, you’ll know it’s a challenge to make that ‘right-fit’ happen between: candidate, hiring manager, company culture, compensation plans, benefits & relocation. However, the start point to make that match happen effectively begins with identifying potential candidates. Or in HR parlance it’s called ‘Sourcing Resumes’. Recruiters are spending more than 70% of their time finding candidates to talk to. This is where candidates can make a difference & get their resume noticed by the recruiters.

Getting your resume noticed works similar to the way search engines give information based on search criteria. That would translate to having the right ‘keywords’ in your resume which best describes your work. It’s preferable to use keywords which are in-sync with the job requirements. The mistake is when you choose words to describe your responsibilities. That’s a given. Why else would you apply for the job? Right? Keywords in your resume should act more like a marketing tool which best describes your achievements and accomplishments.

Use of keywords will only guarantee your resume a chance to get noticed. That’s great. From there on it’s content that will take over. You’ve at least cleared the first hurdle.