The first thing we learn about the automated Human Resource screening robots or applicant tracking systems as they scour our profiles, is that they have no sense of humor, style and lack the ability to detect soft-skills in candidates. The result of this, is that great candidates and new graduates are missed. The automated search misses the gestalt or wholeness of a person. It’s not all bad though.
If you are a Registered Nurse, you can quit your job at 10 am and be re-hired by 2 pm the same day. If you are a Software Engineer, your chances of being hired quickly are pretty high, provided you can actually code. If you can take low pay and pass your certification exam, simply hold your hand up as a Teacher and you will be hired tomorrow. Now if you don’t fall into those categories what’s left?
If you are over the age of 45 and do not work in one of the above professions but have a ton of experience that is also structurally supported by degrees and certifications, then you will have to wait a while until speaking with a human in a few months. It’s not all bad though.
If you have no experience and can write, then you can put together a fairly decent resume that will drown out everyone else’s in a cacophony of fake resumes and profiles. The graphic artists & illustrators will attest to there being a glut due to the tools available that allow anyone to produce any digital work. But I digress…let’s get back to fixing the resume robots or software algorithms so that they can discriminate better.
For the Human Resource or HR recruiters you need to reach out past the robots to people you find interesting. It is your sense curiosity and humanity that we are all depending on! Of course this depends on our profiles making into your awareness and not being filtered out by the robots.
I am sure there are recruiters that have received resumes from a Subway sandwich kid applying for a Director or VP position. So Workday and the other makers of fine software need to tweak their parsing algorithms to capture not just a singular word but contextual clues that make someone ideal for the position. Heck you can even code in the old Myers-Briggs personality types and juxtapose it against the position requirements to get a more ideal target set of candidates. What do you think?