More and more, human resources managers rely on data-driven algorithms to help with hiring decisions and to navigate a vast pool of potential job candidates. These software systems can in some cases be so efficient at screening resumes and evaluating personality tests that 72% of resumes are weeded out before a human ever sees them. But there are drawbacks to this level of efficiency. Man-made algorithms are fallible and may inadvertently reinforce discrimination in hiring practices. Any HR manager using such a system needs to be aware of its limitations and have a plan for dealing with them.
Chosen excerpts by Job Market Monitor. Read the whole story at Hiring Algorithms Are Not Neutral
Milligan lists three factors to help keep scanning software from rejecting your resume:
Keywords: Applicant-tracking software is programmed to select resumes that contain certain keywords relevant to the job opening. Milligan recommends that you brainstorm for those keywords, including software and skills — the job ad itself probably contains clues — and write your resume around them.
Format: Not only should you submit your resume in the requested file format, Milligan says, but you should also make sure that it has a scanner-friendly layout. Text boxes — including page borders — may be eye-catching, but they can also cause the software to overlook your carefully curated keywords.
Headings: Stick with the standards the software has been programmed to recognize, Milligan advises: “Work History” and “Education” rather than “Milestones” and “Matriculation.”
Those tips will help you get past the robot guardians.
Pro tip: If you’re writing a resume for a sales job, Milligan says, one vital keyword to include is a dollar sign. Awards and client testimonials are great, but employers want to see that bottom line too.
Chosen excerpts by Job Market Monitor. Read the whole story at Your resume: Getting past the screening machine – LA Times
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