of positive, while a few drops of positive do not change the flavor of a barrel of negative.
Our minds are deeply wired this way because the universe is a cold and dangerous place most of the time. Winners have to switch modes to match situations, and try to drive situations where positive things can happen, and the basis of those situations are comfort and safety. If you want positivity, think about comfort and safety first.
mpractical but frankly, impossible.
So what does happen? Invariably, recognition that companies are more likely to hire candidates that come from within their industry, preferably serving in the same or very similar role, with a specific tenure (entry level, middle, senior) becomes apparent and a reality in competitive markets.
So what really happens during the 6 second read? I call it the 5.7 second glean (from a Wall Street Journal Study done years ago when they clocked the read at 5.7 seconds (seems we’re all getting slower, perhaps to meet the slower job market of late)) where one’s eyes naturally SKIP (yes, I said SKIP) the top of the resume completely, and look to the company a candidate currently serves. If the candidate is currently working in the industry or better yet, comes from a competitor, quick scan to the title and years of experience tells the reader immediately, if of the pile before them, this resume is worth reading in depth. If not a match, quick scan down to previous employers, titles and yrs of experience reveals if the candidate is even in the same “Ball Park”. If not, it’s a pass. This can be done in 6 seconds, and a pile can be reviewed (each and every one) in a reasonable amount of time with uncanny precision.
Recruiters, Hiring Managers, HR Professionals can “sort” in 6 seconds, but we all know, when we find a “winner” (or even someone “pretty close”), we spend far more time “distilling” facts on our own, followed by additional time invested candidate before us, going step by step through their resume with them, for deeper understanding.
This reality may be looked at as a flaw, and I admit in some small cases, good candidates may be missed and occasionally, hires are made outside the hiring companies industry, title and years of experience match, but in my experience, the former is rare and the latter has more to do with nepotism and less to do with hiring top talent that will hit the ground running, and companies do not need Recruiters, Hiring Managers or HR Professionals for that.…
how will you consume content online in 2017? 2017 is coming upon us quickly and there are a few eye opening predictions that you'll find compelling.
learn more about Match Click: video job descriptions and how they are changing the job description below
Answer these questions (In your head)
How many leads visit your careersite?
How many leads click through to view a job description?
How many of those leads that click through to view your job description complete the application?
Now...answer these questions...
How many leads that click through to view your job description do not complete the application (drop off)
Are you shaking you head yet? the average corporate career site maintains a staggering 50-60% drop off rate, which means that for every 100 visitors to you job description 50-60 of those visitors do not complete any application. Place those numbers into perspective in your own example.
* From Forbes
75 % of executives interviewed by Forbes told the survey that they watch work-related videos on business websites at least once a week.
The results breakdown:
50% watch business-related videos on YouTube
65% visit the marketer’s website after viewing a video
What is Match-Click
Match-Click is a video based job description that took the Product of the Year aware at HR Tech this year. They are a video based job description service leveraging real employees to share critical information about the career opportunity, co-workers that you will be working with and company information that may influence the job seeker throughout their job search.
The idea is not new, but they've found a market to innovate and capture the interest of employers looking to increase candidate engagement resulting in applications.
Here is how it works:
The job seeker will search for a job on the job board or click on a link that is marketed to them from the company.
The job seeker visits the proper job of interest
The job seeker is presented with a nicely laid out video job description with clear call to actions to help initiate the application process
Oh the visual – I shudder at the things recruiters come up with when they have nothing better to do.
The topic of keeping a hiring manager in line came up once before here, but this is a speedo of a different color. Truth? No contest: the hiring manager wins, because business drives the hire. No matter how amazing candidates are, they are never the real reason why companies hire and promote; BUSINESS is the reason. Market dominance, increased revenue, greater operating efficiencies, higher profit margins, more return to the shareholders – these are the reasons why companies collectively spend billions each year competing for the best talent they can find.
So the next time you find yourself stuck between a candidate and a hiring manager? Duck, and put your money on the hiring manager. Oh, and be thankful you don't have to wear those tiny little speedo underpants.
In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here.
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