Are online job applications more of a hindrance than a help? Was your dream job easier to land before the Monster.com’s, Careerbuilder’s and Google got involved? And is job software filtering good people out for the most minor reasons?
Some people think so.
Indeed, Peter Cappelli, a management professor at the Wharton School of the University of Pennsylvania and author of the book "Why Good People Can't Get Jobs” was recently on PBS to discuss just that.
In his interview, Cappelli said online job postings were drawing thousands of candidates for every position, significantly reducing any given individuals fair chance.
“Somebody told me that they had 29,000 people apply for a reasonably standard engineering position, and nobody made it through the screening process. The software told them nobody was qualified,” said Cappelli.
With the economy still rocky and the unemployment rate high, many internet job postings see themselves flooded with applications. This typically overwhelms regular HR systems, forcing many firms to start using software to sift through CVs.
Unfortunately, since software lacks human judgment, applications can be rejected on the flimsiest of reasons, creating a lose-lose situation for both job seeker and employer.
After all, there is no such thing as the “perfect” candidate for any job, but HR managers in the past, through face to face interviews and good old fashioned probing, have been able to discern between applicants and decide which is the “best fit” in terms of skills, ability to adapt to company culture and potential.
No wonder so many tech firms are complaining about talent shortages. Key words pulled coldly from resumes by machine are not going to find the diamond in the rough. So many firms claim to want new hires who display “out of the box” creativity, but if you failed to tick the right box, your resume may not even end up being read by a real human.
It’s time things changed. The Internet is a blessing for many things, but when it comes to landing that dream job, pick up the phone, be persistent and schedule a face to face interview.
What do you think? Let me know in the comments section below...
I graduated the B.S , MSEE two month ago with 7 year worked in Semiconductor work and I send hundred resume to apply the job . Howver , no company responce it . Any advice should I go to get the Phd in EE.
Has anyone investigated who DOES get hired in these engineering jobs that are "so hard" to find "qualified" candidates? My research shows it is those that meet diversification requirements and/or have foreign work visas. The USA is going downhill in engineering due to watered down academics and employers cutting costs by hiring foreign visa holders and less qualified engineers that only meet the diversification standards. Now what can be done about this is to go to the website www.myvisajobs.com and research the companies hiring foreign workers for 15-45% less pay and notify anyone person or group that can sue these employers for hiring foreign visa workers under false claims that no US citizens were qualified.
I think this article is fact what are we face in this time. having trouble finding jobs in this field you can try in another place, by visiting job listing web such as http://findjobsin.us you can find may jobs listing in this field and you can choose any company.
This article, on this website, brings tears to my eyes. My best friend was a self-taught electronic designer and tinker and, all his life, he was rejected by one company after another after another. The only company that ever believed in him was CMP Publications, then the parent company of EE Times. They hired him (Michael H. Mullin, 1956-1990) as the editor. God rest his soul and god bless the EE Times.
As for individuals, put something in the header of your resume/CV that stands out. Something that makes you unique. I did that. It took a while, but I found a great permanent job while in the meantime working contract.
I can see an enormous market opening up for people who can write software with that doesn't work in just 'binary', yes/no, pass/fail. It will take time to refine, but by weighing different features of a resume, rather than flat out rejecting an application who meeets 95% of a job requirement, software can assign applicants a ratio of 'meetings requirements' and have the top few percent turned over to a recruiter to finish sorting out.
Location is an issue for many employers, who don't (or can no longer afford to) offer relocation packages as frequently as in the past. Also, in the US, there is the issue of people willing to relocate but can't due to an underwater mortgage. In Oregon, I have seen reports on the local news of people who a) take out a PO Box or use a friend's address in Silicon Valley and/or b) declare that they will just walk away from their Portland-area home if a job comes through in Silicon Valley or elsewhere.
This is a strategy that most people overlook or even ignore. Tailor your application towards the words in the job description. You have to game the software filters, albeit in an honest way (i.e., as long as you don't claim skills or experience that you clearly do not have).
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