Earlier this year, iCIMS conducted a survey of 700 job seekers and found that many do not know what to expect from the screening process or how to set themselves apart from other qualified candidates. By accessing the rich data available within 2,200+ customers' use of the company's flagship Applicant Tracking System, iCIMS Recruit, the Hire Expectations Institute research team was able to analyse more than 1.3 million jobs created in 2013 and survey more than 450 recruiting professionals to provide a better understanding of their hiring practices.
"Today the job market is very competitive with a lot of qualified candidates vying for available positions," said iCIMS Chief Marketing Officer, Susan Vitale. "We created this e-book series to offer job seekers a glimpse into the minds of recruiting professionals and the talent recruitment industry so they know what to expect, and therefore how to properly prepare to land the job they want.
According to iCIMS' research, 42% of recruiters do not like to see alternatives to traditional resumes, such as infographics and personal websites. More than half (54%) believe that non-traditional resumes should only be used when it is appropriate to the job being applied for. This study points out these recruiting professional preferences to provide job seekers with the information they need to separate themselves from other candidates and get recognition from potential employers.
Below are a few excerpts from the new e-book:
- Cover letters are still useful – 59% of recruiters consider the cover letter a useful tool, and 25% claim that the absence of a cover letter will result in disqualification. It is in the job seeker's best interest to submit a well-written cover letter with their job application.
- Recruiters search online – 76% of recruiters say that they "always" or "sometimes" perform a Google search on candidates before hiring them. Furthermore, 40% of recruiters report finding online information that disqualified a candidate from consideration.
- Behavioural interviews are common – 45% of recruiters will ask the job seeker for specific examples of past work experiences and 32% reported conducting unstructured interviews based on the individual's application documents.
- Use specific examples to demonstrate soft skills – Soft skills like communication and teamwork must be demonstrated by adding examples to the resume and cover letter in order to make the resume stand out.
"The end goal of talent acquisition and recruiting is to connect qualified individuals to positions that are mutually beneficial and rewarding for both candidate and employer," Vitale added. "By using candidate-friendly technologies, such as easy-to-navigate, mobile-optimised career portals and iCIMS' applicant screening tools, employers can effectively find the best fit for a job while balancing a positive candidate experience."
To view the e-book visit the iCIMS Hire Expectations Institute site. iCIMS' thought leadership site offers the latest information about industry trends and best practices for employers along with content specific to job seekers.
