It’s 10 times more effective than applying online. If you’re reading this post and want to put yourself ahead of the hundreds of people simply applying online – check out my Straight to Shortlist Challenge.Īvoid recruitment consultants and go direct to employers you choose. You consider yourself to be a smart person, right? No matter what anyone tells you, recruitment is a very human business. However my fellow bushwalker’s anecdote was a bit of a reminder to me that it’s easy to forget there’s a lot more untested randomness about the whole process of hiring than many experts will talk about.Īnd if you’ve been rejected for a job that you think you’re perfect for, and the weight of the world is descending down on your shoulders, it’s worthwhile keeping this fact in mind. I realise the answer is that you’d look for both qualities and a whole lot more. Someone who is good with spellcheck, or someone who really cares about an application? So it’s pretty feasible that an application will have a typo or two – even from the best of applicants. ![]() ![]() My scientific explanation for what generally happens at this point is your brain starts to go to mush if you do this too often, and so you start to read the same mistake as correct. You read it, and re-read it, and read it again. The reason I say this is that when you really care about an application, what do you do? What if one or two typos mean that you’re in? Now on the surface of this – it seems a perfectly reasonable rationale to apply.Īfter all, an administration role needs someone with good spelling and grammar, so I nodded and agreed. My fellow walker’s method of applicant elimination was this. No matter how hard you try, it’s hard to be consistent, and often fair in your basis for shortlisting and elimination. However, please be careful of typos on your resume. In fact, I noticed a typo on a certain business schools application form. Even on the essays a missing 't' wont kill you. Now I’ve been a member of a hiring panel and I know what it’s like when your internal policies say you need to read all the applications.Īfter a while they all blend into one big mass of blah blah. It happens, and its really hard to spell-check some of those pesky boxes and forms. On a bush walk recently I got talking to a fellow walker who told me she had been recruiting for an administration role and had to read 180 applications. Take this little example I heard that got me thinking about the way we make hiring decisions, especially when there are huge volumes of applicants to churn through. I think people think there’s more science to the recruitment process than is actually true. Whether it's lying about your degree, GPA or job credentials, it's a stupid idea.Even though I have been (somewhat -)) of a professional in the recruitment sector, sometimes I find myself wondering about what advice I should be giving to people when I hear about what goes on behind the scenes when people recruit. This seems obvious, but it continues to happen. He said a good test is to consider if you would want that information on the home page of a major newspaper with your name attached to it. unless I want my own trade secrets emailed to my competitors," Bock wrote. "Which tells me, as an employer, that I should never hire those candidates. In a rough audit, Bock said, Google found that up to 10 percent of resumes revealed confidential information.
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