{"id":86853,"date":"2020-10-11T17:37:18","date_gmt":"2020-10-11T14:37:18","guid":{"rendered":"https:\/\/en.buradabiliyorum.com\/why-job-recruiters-are-taking-the-time-to-read-every-resume\/"},"modified":"2020-10-11T17:37:18","modified_gmt":"2020-10-11T14:37:18","slug":"why-job-recruiters-are-taking-the-time-to-read-every-resume","status":"publish","type":"post","link":"https:\/\/buradabiliyorum.com\/en\/why-job-recruiters-are-taking-the-time-to-read-every-resume\/","title":{"rendered":"#Why job recruiters are taking the time to read every resume"},"content":{"rendered":"

“#Why job recruiters are taking the time to read every resume<\/strong>”<\/p>\n

\n When Chelsea-based Sword Health<\/a> advertised for physical therapists a few months ago, the company was deluged with resumes. \u201cWe got over 100 in 24 hours,\u201d said Tak Nguyen, chief people officer at the virtual physical therapy provider.<\/p>\n

The company put a pause on the Internet job posting. Next, they went through the resumes to see who met the minimum criteria (a doctorate in physical therapy) and invited them to take the next step: an at-home emotional intelligence and cognitive abilities assessment.<\/p>\n

\u201cWe need people who can listen and reason well. Resumes can\u2019t tell you that,\u201d said Nguyen. Those who did well on the assessments were invited for interviews.<\/p>\n

Nguyen app<\/a>reciates that so many job seekers took the time to apply. \u201cWe are grateful that they are interested in us,\u201d he said, adding that there\u2019s no way he\u2019d allow artificial intelligence or an algorithm to make employment decisions for him. \u201cWe look at candidates as individuals,\u201d he said. \u201cAre they empathetic? That\u2019s as important a criteria as graduating from the very top schools or where they\u2019ve worked.\u201d<\/p>\n

In today\u2019s job market, shaped by the pandemic, two things are true: Employers have both a deluge of job applications to consider and they are glad that so many people want to come to work for them. After all, not too long ago the unemployment rate was low and, in many fields, hiring managers had trouble finding qualified candidates.<\/p>\n

Recruiting managers are aware that not everyone who applies for their jobs has bothered to research their company or even read the hiring criteria, but they\u2019re not annoyed. \u201cPeople are hurting,\u201d said Nguyen, a sentiment that\u2019s echoed by many others The Post spoke to.<\/p>\n

Managers who are hiring in the pandemic era want to make sure that each applicant has appropriate experience \u2014 and a fair shot at landing the job.<\/p>\n

\u201cWe want to widen the top of the [candidate] funnel as much as possible,\u201d said Laura Sapp, head of talent at Chelsea-based IAC<\/a>. She and the recruiting teams she oversees at IAC\u2019s brands \u2014 such as Angie\u2019s List, Care.com, the Daily Beast, Dotdash, Investopedia and Vimeo \u2014 read every resume that comes in. \u201cIt\u2019s a lot of work, but we want to see applicants as individuals and get a feel for what a person wants to do and their potential,\u201d she said. Sapp is open to people who want to work their way up, as well.<\/p>\n

\u201cWe love to grow folks,\u201d she said.<\/p>\n

That being said, \u201cresumes should speak to the company and the qualifications of the position for which they are applying,\u201d said Sapp, noting that it\u2019s easy to filter out those that have been prepared without care or sent arbitrarily.<\/p>\n

Even mega employers like Amazon are taking the time to personally consider every job application that comes in. Among the 1,000 recruiters at the company, Varun Suri a technical recruiting lead.<\/p>\n

\u201cI get excited when I come in every morning to see who applied,\u201d he said.<\/p>\n

Suri redirects profiles of job seekers that are outside of his specified area to the appropriate teams for handling, then sends out objective job assessments to those applicants who meet the basic qualifications. These are scored green (schedule a meeting with the hiring team), yellow (consider) or red (send note inviting the applicant to try again later or for another position).<\/p>\n

Once Suri sees a green, he immedia<\/a>tely sets up a call to prepare the candidate for an interview. He not only goes over things like corporate benefits and compensation, but he tells applicants what questions to expect and even conducts a mock interview, after which he offers feedback. \u201cIf anything on the actual interview surprises the job seeker, I haven\u2019t done my job well,\u201d said Suri.<\/p>\n

Serial entrepreneur Neal Taparia, who is currently building a business around brain-training app Solitaired<\/a>, has a different way of narrowing his list of applicants. When he recently received \u201ca crazy influx of resumes\u201d for a marketing role, he invited each applicant to send over an e-mail about why they are interested in the job at Solitaired in particular.<\/p>\n

\u201cThis gives us an objective way to review candidates and move them further along our hiring process,\u201d said Taparia. \u201cIt also qualifies those who are interested. So many candidates pepper spray job applications, it\u2019s tough to discern who is really interested and who isn\u2019t.<\/p>\n

\"\u201cWe
\u201cWe need people who can listen and reason well. Resumes can\u2019t tell you that,\u201d Nguyen said of the hiring process<\/span>Tamara Beckwith\/New York Post<\/span><\/figcaption><\/figure>\n

Out of the hundreds who applied to Solitaired, less than a quarter sent anything back. The applicant number dwindled again when Taparia asked for a brief presentation. This process led them to great candidates before any selection process had even taken place, which also meant the company was easily able to reach its goals of diversity and inclusion.
<\/p>\n

Pace Public Relations<\/a>, which was in Midtown prior to the pandemic, read each of the 100-plus resumes it received for an entry-level assistant account executive position. \u201cIt was a lot of work, but it led to a great hire,\u201d said Annie Pace Scranton, president of the company.<\/p>\n

The recruiting department at Collage<\/a>, an all-remote custom photo product maker, is currently hard at work individually reading resumes for the more than 100 temporary customer service positions it needs to fill for the holidays. Around 40 percent of the hires to date are New Yorkers, according to Emma Liebmann, head of talent acquisition.<\/p>\n

Why isn\u2019t she using AI or a robot to select candidates for interviews?<\/p>\n

\u201cThe technology<\/a> isn\u2019t ready yet,\u201d she said, explaining that it doesn\u2019t pick up on the nuances she looks for, such as a well-formatted resume and why job seekers say they want to work at Collage. Selected applicants complete video interviews and take-home challenges.<\/p>\n

Liebmann appreciates the fact that she has so many good choices, and is willing to work hard to ensure that every job seeker has a good and just candidate experience.<\/p>\n

Recruiters are also cognizant of the situation behind the resumes.<\/p>\n

\u201cAs hard as it is to deal with so many inbound applications, we know it\u2019s harder to be a candidate,\u201d said Nguyen.\n <\/p><\/div>\n

\n

For forums sites go to Forum.BuradaBiliyorum.Com<\/a><\/span><\/strong><\/p>\n<\/blockquote>\n

\n

If you want to read more News<\/a> articles, you can visit our News category.<\/a><\/span><\/strong><\/p>\n<\/blockquote>\n

Source<\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

“#Why job recruiters are taking the time to read every resume” When Chelsea-based Sword Health advertised for physical therapists a few months ago, the company was deluged with resumes. \u201cWe got over 100 in 24 hours,\u201d said Tak Nguyen, chief people officer at the virtual physical therapy provider. The company put a pause on the…<\/p>\n","protected":false},"author":1,"featured_media":86854,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"fifu_image_url":"https:\/\/nypost.com\/wp-content\/uploads\/sites\/2\/2020\/10\/tak-1.jpg?quality=90&strip=all&w=1200","fifu_image_alt":"","footnotes":""},"categories":[70897],"tags":[75340,71736,71737],"class_list":["post-86853","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-10-11-20","tag-at-work","tag-career-advice"],"_links":{"self":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts\/86853","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/comments?post=86853"}],"version-history":[{"count":0,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts\/86853\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/media\/86854"}],"wp:attachment":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/media?parent=86853"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/categories?post=86853"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/tags?post=86853"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}