She took the microphone, paused, then asked, “So how do I
get noticed when I apply to a company online and my resume goes into an
applicant tracking system with dozens of others competing for the same position
with similar qualifications and keywords?”
She feigned a smile, held the mic at half-mast and then
handed it back to me. Not just dozens of applicants, I thought, hundreds if not
thousands. Not matter how she served herself up, no matter the keywords used
and embedded throughout her resume and online profile, she’ll still most likely
get lost in the proverbial black hole.
This particular candidate experience has been written about
more than most, and unfortunately hasn’t changed much over time. My recent
experience volunteering to speak at Hirewire,
a local organization to help job seekers in Santa Cruz County with career
development and job search advice, verified this sentiment from the woman above
as well as over 20 others who attended the monthly event. Multiply that across
similar gatherings in municipalities all over the U.S.
According to a recent HR Executive article titled Not Ready for
Recruiting, we’re still not improving. In fact, in the 2012 Allied Workforce Mobility Survey from Allied Van Lines
highlighted in the article, found two-thirds of 500 HR professionals polled
saying they have "extensive" or "moderate" plans for hiring
this year, and 80 percent of larger companies – with more than 10,000 employees
– plan for "extensive" or "moderate" recruiting. And yet, 52 percent of those respondents
consider their recruiting programs to be only "somewhat successful."
Ho-hum, diddly dumb.
Complicate that with the highly competitive IT job market.
According to a TLNT
article, 83 percent of startups from a Silicon Valley Bank survey said
they’ll add IT staff in the next year. But, a Dice survey says that despite the growing competition for tech
talent, getting professionals to jump ship isn’t easy. Only 37 percent of the
surveyed managers say their voluntary departures have increased this year.
A big disconnect that relates to all this is the fact that
although many companies have made progress in creating initial quality
user-experience career sites, when it comes to actually applying for the jobs,
it’s like trying to traverse an M.C. Escher drawing where you end up where you
never started from.
Recruiting is getting more complicated than ever and it’s
amazing to me that companies aren’t making the candidate experience any easier to
explore career opportunities – and this means new candidates as well as
internal candidates. Sourcing, recruiting, hiring and retention should be
highly collaborative activities, and yet we’re truly still lost
in an endless Escher maze, losing quality hires and internal moves along the
way.
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