IsoTalent’s Post

Those in the recruiting space, what are your thoughts on ApplicantPro’s suggestion on updating statuses for increased visibility? Does it work for you? What other tips/tricks do you use?🙌

After applying to 300+ jobs, I found a way to get a job application response nearly every time 🕺🏼 But first, here’s what DIDN’T work for me: 👎🏼 ATS AI tools. I used an ATS AI software at the start of my search. I used it to update each application, but after 100+ applications or so, I stopped. With zero responses it didn’t seem to make a difference. 👎🏼 Applying online. This only worked 1 time. 👎🏼 Staffing platforms like Indeed & ZipRecruiter. On the plus side, once you sign up, the effort level is low. However, the response rate was nearly zero in my experience. I say nearly because I did get an offer from a company I applied to on ZipRecruiter. BUT, I reached out to the CEO on LinkedIn and that’s what got me noticed and got the ball rolling on the interview process. 👎🏼 Agency recruiters. They might be great for junior and maybe mid-level seekers, but not the best at director and above. I filled out their online applications and followed up by stalking and messaging individuals from recruiter agencies on LinkedIn but I never made any traction with them. I know some amazing recruiters, but the ones I know staff for agencies and I was looking for an in-house role. Without further adieu, here is the method that worked for me 💯 🥇 Hire a coach. I didn’t have confidence talking about myself, or feeling like my LinkedIn profile or resume was dialed and was communicating what I wanted it to. I hired an amazing human who helped me through all of this. As a bonus, she was more like a personal therapist who gave me the confidence in myself that I needed. That alone is worth the money. I also learned of several people in my network who had done the same thing. Do it 👉🏼 Jenny Foss 👀 Look for a post for a role you want that is posted by the hiring manager. Not the company. Not HR or a recruiter. Copy the link from their post. Send this message to people in your network whom you consider strong advocates of you and your career: “Hey ___, I’m applying for this position (link to LinkedIn post). If you’re comfortable, can you please mention my name in the comment thread, or like / comment on someone else’s mention of me? Thanks!” 🙌🏼 If you can get a few people to participate, others in your network may organically join in and mention you. This is instant social proof. In one instance, I had 28 people recommend me on a CEO’s job post and I only asked about half of them for the favor. The others saw the activity in their feed and jumped in to recommend me. I did this 6 times and spoke directly to the hiring manager 6 times. The hardest part is not overdoing it by asking too many favors. ♺ ALWAYS return the favor for others to keep the Karma train circling your station in the future. That’s it! You can do this! Any other method I tried didn’t convert like this approach. What methods have you tried that are working for you?

Are we hiding behind our ATS? It feels like it to candidates. To them, the ATS is the place their resume goes to die. It’s the black hole that once they enter, they will most likely never hear from that company again. If they follow-up, they hit yet another brick wall. LinkedIn is full of thousands of candidate stories about each who applied to hundreds of job postings with zero response. Candidates begin to wonder: is this an indication of how they’ll be treated as an employee? Voiceless, just a number? You’re leaving an impression. Most likely one you don’t want. The companies who have figured out how to provide an exceptional candidate experience have these things in common: ·       They don’t rely on the job description alone to ‘sell” the job ·       They leverage their talent communities ·       They have multiple levels of on-going candidate engagement ·       They fully utilize automation If you’re currently hiring and aren’t doing any of the above as well as you’d like, let’s have a chat and explore how easy it might be to level-up your candidate experience. Let’s get your brand out from behind the brick wall.

For all my fellow job-seeking homies, I've always wondered about the resume black holes: an interesting article about the mysterious world of ATS (Applicant Tracking Systems) through which one submits their resume and application. I have often been told things like, "You can't have a nicely formatted resume because the systems can't read them," etc. Good to get some insight from someone on the other side: https://lnkd.in/gQNV_uU4

Ever felt like your job postings were lost in the recruitment abyss, struggling to catch the eye of the perfect candidate? Fear not! This article is your roadmap to success. Uncover the secrets to decoding candidate preferences and tailor your descriptions to be the beacon they can't ignore. It's like having a conversation with your future employees before they even apply!

Do you know what you're talking about? #54 What is a Job Board Aggregator? A Job Board Aggregator is a sophisticated platform that intelligently gathers job listings from various sources across the web and presents them in a centralised, user-friendly interface. It acts as a comprehensive hub, pulling data from diverse job boards, company websites, and other online sources. 🤝 Importance for Your Business • Time Efficiency: 🕒 Instead of manually navigating through multiple job boards, the aggregator automates the process, allowing your HR team to focus on strategic decision-making rather than repetitive tasks. • Wider Talent Pool: 🎯 By consolidating job listings from various platforms, a Job Board Aggregator exposes your vacancies to a wider audience. This inclusivity enhances the chances of attracting diverse and qualified candidates. • Real-time Updates: 🔄 Job market dynamics change rapidly. An aggregator ensures that your team receives real-time updates on new job listings, giving you a competitive edge in swiftly identifying and engaging with potential hires. • Reduced Costs: 💰 Instead of subscribing to multiple paid job boards, an aggregator allows you to access a multitude of listings at once. This cost-effective approach ensures optimal resource utilisation. • Data-Driven Decision Making: 📊 Job Board Aggregators often provide analytical tools, offering valuable insights into market trends, candidate behavior, and the effectiveness of your recruitment strategies. Informed decisions lead to better outcomes. • User-Friendly Interface: 🖥️ The interface of a Job Board Aggregator is designed for user convenience. The straightforward design enables seamless navigation, ensuring that your team can quickly locate and evaluate potential candidates. • Customisation Options: 🛠️ Many aggregators offer customisation options, allowing you to refine searches based on specific criteria. This flexibility ensures that you receive the most relevant and targeted results. • Mobile Accessibility: 📱 The mobile compatibility of Job Board Aggregators facilitates recruitment efforts from anywhere. This flexibility is crucial in a world where connectivity is not confined to office spaces. Investing in a Job Board Aggregator is a strategic move for any business aiming to optimise its recruitment process. By leveraging technology to aggregate, organise, and analyse job listings, your company can navigate the competitive talent landscape with efficiency and precision. Embrace the power of aggregation to enhance your recruitment strategy and connect with the right talent effortlessly. 👥✨ #searchmarkets

If someone says ATS systems filter out 85% of candidates... hit pause. ✋ This statistic gets thrown around a lot, often by career coaches looking to sell a service. Here's the reality: As a recruiter with nearly a decade of experience using 7 different ATS systems, I can tell you that number is a myth. Here's why: ATS is a screening tool, not a decision-maker. It helps us sort resumes based on keywords, but every single application gets reviewed by human eyes. Focus on qualifications, not bots. We use ATS to find candidates with the skills and experience we need. A different resume format or lack of specific keywords won't disqualify you if you're a good fit. The key is a well-crafted resume. Tailor your resume to the job family & description. Highlight your accomplishments! This will help you stand out without compromising your authenticity. Thinking of hiring a career coach? Ask them: What's their experience with the recruiting process? How do they help you tailor your resume for specific job families? Do they offer guidance on crafting a strong personal brand and interview skills? Job seekers, don't be discouraged! Here are some actionable tips: Tailor your resume to the job family & description. Your resume should clearly outline your experience that's relevant to the position. Focus on achievements, not just duties. Quantify your accomplishments with numbers and data whenever possible. Proofread! Typos and errors show that you don't pay attention to detail. By understanding how ATS works, you can navigate the application process with confidence. Together, let's debunk the ATS myth and create a more transparent hiring landscape.

🚨 The Shocking Truth about ATS Effectiveness: It's NOT About Keywords Alone! 🚨 🔍 Many job seekers believe stuffing their resume with keywords from the job description is the key to getting past the dreaded Applicant Tracking System (ATS). But here's the shocking truth: while keywords are important, they're only ONE piece of the puzzle. 📊 Here's the real data: 🔍 A study by Harvard Business Review found that overly keyword-optimized resumes can actually hurt your chances of getting an interview. Why? Because they often read as robotic and lack the human touch recruiters crave. 👥 Recruiters themselves say they spend more time looking for evidence of relevant skills and accomplishments than just scanning for keywords. ❓ So, what should you do instead? 📖 Focus on storytelling: Weave a narrative that showcases your skills and achievements using action verbs, specific examples, and quantifiable results. 🎯 Tailor your resume: Don't just copy-paste the job description. Adapt your content to highlight the skills and experiences most relevant to that specific position and company. 👀 Show, don't tell: Don't just say you're a "team player." Demonstrate it with a past project where you collaborated effectively. 🔍 Proofread like your life depends on it: Typos and grammatical errors are a red flag for ATS systems and human recruiters alike. 🧠 Remember: The ATS is a tool, not a decision-maker. By crafting a compelling narrative that showcases your unique value proposition, you can increase your chances of getting past the ATS and landing that dream interview. 👉 Now it's your turn! Have you ever encountered an ATS that seemed impossible to please? Share your tips and experiences in the comments below! #jobsearch #resumetips #ats #hiring #careeradvice

Hundreds of job seekers have contacted me over the last four years, asking this one question: “Why am I unable to get a positive response from German employers?” They all tried applying to several jobs and failed to get a single positive response. All they received were automated rejection emails from the company's ATS. Essentially, they were doing something wrong that was being flagged by the ATS, but the applicants were unable to figure it out. I started looking at their profiles and how they applied for jobs. I found several interesting and common patterns. The few changes I suggested in the way they applied to jobs helped many of them get positive replies from employers and hiring managers. Hundreds of Germany Is Calling members benefited from these suggestions and saw an improvement in how employers started communicating with them. They received fewer rejections and began receiving positive replies from hiring managers. I recently wrote a 1,000-word article on this topic to explain the framework that helped these job seekers get positive replies. You can read it for free here - https://lnkd.in/ebGJAyPM I hope you enjoy it.