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#ResumeWriting : In a Hot Job Market, Forget A.I. – Get in the S.H.A.D.E. … Caution: Recruiters are Using Programs to Weed Out AI Resumes. GReat REad!

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In the week ending June 8, 2024, seasonally adjusted initial unemployment claims for benefits were ~242,000, an increase of 13,000 from the previous week of 229,000 (according to the USDOL). Going into the hot summer months, it will get harder for job seekers to find work. Job seekers need every advantage to get noticed by hiring managers. With more applicants per position, employers can be picky.

Interestingly, the ‘hot trend’ of using Artificial Intelligence (AI) to write resumes seems to be picking up steam. Unfortunately, using AI may hurt versus help job seekers. Over the last year, I have noticed AI-generated resumes focusing on ‘high-dollar words,’ glorified and subjective descriptions, and trendy buzzwords, and unfortunately, do NOT explain what the job seeker physically did nor achievements for current or past employers.

Job seekers are paying third-party platforms to create resumes for them. These resumes look and sound impressive on the first read. After the initial glance, recruiters may have difficulty deciphering the ‘fancy language’ used by the AI generator. There is a term used by computer programmers – GIGO (Garbage In, Garbage Out). Artificial Intelligence gathers thousands of resume samples from the web to learn. Still, AI cannot discern the difference between a poorly written resume and a keyword-packed, metric-rich resume that recruiters seek. So everything gets lumped together – the garbage and the gold.

Increasingly, recruiters are using programs to weed out AI resumes and auto-reject those applicants. AI-generated documents have an almost recognizable style and tone, and the ‘anti-AI’ software is trained to identify and reject those. Recruiters want to see a human-written resume.

Job seekers must show why hiring them will increase the employer’s revenue, reduce overhead expenses, and answer why this job seeker is the best hire?’ against job-seeker competitors. When writing a resume, there are specific elements hiring managers want to see in a resume: 

Skill Capabilities

Hard (vs Soft) Skills

Achievements & Accomplishments

Diversity (broad job skills)

Education & Training

 

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Article continued …

The worst thing job seekers can do is copy and paste the job description announcement from a public job notice. Adding AI-generated job descriptions is a second worse scenario. The best resumes have unique language that describes specific Skills (capabilities). The resume needs to list job-related Hard skills or unique technologies used in current or past jobs. (The job seeker can showcase their soft skills [personality, speaking capabilities] during the interview.)

The resume job descriptions should showcase Achievements and accomplishments and the monetary or positive organizational results. What sales revenues resulted? How many manufacturing units were completed in a record time?

The job seeker should include a Diversity of tasks and responsibilities (not only performing their job but backup co-workers’ responsibilities). What cross-training tasking can the job seeker perform? Does the job seeker have a broad range of skills (e.g., accounting, budgeting, sales, presentations) from previous jobs they can perform? Did they supervise others?

Education and training demonstrate knowledge of a specific industry and experience in training others. What computer skills are the job seeker bringing to the table? How many certifications do the job seeker have in the industry or field?

Job seekers should showcase how they have been ‘leaders’ – team lead, supervisor, or oversight to coworkers. What projects did they volunteer for, or did they lead others in accomplishing company strategic goals? How successful were the project achievements in metrics (e.g., sales increases of $XXX; reduction of XX man-hours)?

The resume should be a richly-worded document of ‘what the job seeker has done’ and ‘capabilities’ for hiring consideration. A vague or poorly written resume can easily be ignored (or marked as insufficient experience in the ATS software platform).

The goal is to get enough rich ‘teaser’ information into the resume that the hiring manager wants to call the applicant in for an interview to find out more. Artificial Intelligence programs have not yet reached the pinnacle of compiling information into a practical document. If the job seeker focuses on the S.H.A.D.E. in writing their resume, they will increase their success of catching the eye of recruiters.

 

FSC Career Blog Author:   Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, editing, publishing, and print-on-demand consulting. Reach her at Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner for 20+ years, with a successful business and consulting firm (CEO) in Virginia Beach, Norfolk, Richmond, Dahlgren/Colonial Beach, and Gloucester, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 1,022+ books on business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books are on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

FSC Career Blog – June 19, 2024

 

 

#BestofFSCBlog : Reality Check- Recruiters are Not your Friends. There’s No Such Thing as a Professional Job-Finder. MUst REad!

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This fact may burst a bubble for most job seekers. The hard reality is job seekers have the wrong idea about what recruiters and headhunters do for a living. When one starts a search for a new job, the first professional they may try to connect with is a recruiter. A recruiter would know where to find a job…right? They can take the resume and push it to everyone they know…right? Dead wrong.  

Here is the hard-core truth. Recruiters are too busy to call anyone their company isn’t ‘interested in’ for a specific job. Recruiters will not return phone calls, voice mail, email, or text messages to strangers or applicants who don’t meet the minimum job requirements. They are already overwhelmed with communications trying to find the ‘perfect candidate.’ If you are not ‘the match,’ – you can talk ’til you’re blue in the face,’ but it won’t change circumstances. You will only waste your and the recruiter’s time.

There’s no such thing as a professional job-finder. Resume writers, career advisors, career counselors, life coaches, or outplacement service professionals may operate with parallel tasking – but they’re not job-finders. Recruiters are candidate finders. It’s not their responsibility to find a job for job seekers. Don’t blindly contact recruiters and ask them to help you find a job. 

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

It’s also a numbers game – job seekers submit resumes, aim for multiple interviews, and hope for an offer letter. Recruiters review hundreds of resumes from websites, headhunters, or employee referrals for each position, query the resumes for matching keywords, and send the top 5-10 results to a hiring manager. The hiring manager picks the top three to interview and make a decision based on salary (budget), availability, knowledge, skills, experience, abilities, and personality in the interview.  

It sounds harsh, but it is reality. Finding a job is not a matter of justice, fairness, or luck. No one owes anyone a job. Recruiters are your ‘friend’ only if you meet the immediate requirements of an open job requisition. Recruiters don’t have time to invest in job seekers, their inconveniences, and their car or family problems.  Recruiters do care about recruiting, filling jobs, keeping hiring managers happy, and staying within a staffing budget. They will be polite to qualified candidates and perform the steps necessary to get that candidate hired.  Likewise, hiring managers do not care about applicants’ inconveniences and problems.  Hiring managers care whether the qualified candidate has great skills, stays within a labor budget, and can get the job done.  

Recruiters and headhunters are ‘people finders,’ not ‘job finders.’ They have a set number of specific openings at any given time and usually only hire one person per seat. One. Recruiter’s jobs are to conduct a ‘high throughput’ process. It is a matter of getting the right resume with the needed skill set to the recruiter to solve a company’s problem.  

Job seekers must ask when the decision will be made during the interview. If the company is interested in hiring, they’ll call. If you know when the position closes, call the day after if you haven’t gotten a ‘sorry, we found another more qualified candidate’ message. One call…no more. Drop that job lead into the dead file if you get a voicemail and no callback. Most recruiters have an email management system within their ATS, and there is a chance they’ll notify the ‘rejects.’ But most likely, they don’t have time for follow-up. 

To summarize, there is little point in calling a recruiter to ask them to help you, the job seeker, to find a job. Job seekers should recognize the recruiters’ viewpoint for what they do for a living. It is up to the job seeker to find that job and apply. It’s not a recruiter’s responsibility to help the job seeker find or get that next career position.

 

FSC Career Blog Author:

Dawn Boyer, Ph.D., is an associate of First Sun Consulting, and the owner of D. Boyer Consulting – providing resume writing, editing, and publishing consulting services. Reach her at: Dawn.Boyer@DBoyerConsulting.com or http://dboyerconsulting.com.

Bio: Dawn D. Boyer, Ph.D., manages and operates a consulting firm in Norfolk, Richmond, Colonial Beach (Dahlgren), and Gloucester, VA. Her background is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 940+ books on business, human resources research, career search practice, women’s studies, genealogy lineages, and adult coloring books. Her books are listed on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

 

FSC Career Blog | October 13, 2022 | Dawn Boyer, Ph. D. 

 

 

 

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