by Raghu Nandhan | Apr 29, 2019 | Blog, Employee Engagement
Resume Writing Tips for Job Seekers
When you haven’t updated your resume in a while, it can be difficult to understand where to begin. What experiences and accomplishments must you include for the job roles you’ve got your eye on? What new resume rules and trends must be following? And seriously, one page or two? Let’s find Top 7 Resume Writing Tips to Job Seekers.
Employers use resumes throughout the hiring method to learn more about applicants and whether they may well be a good fit. Your resume ought to be simple to read, summarize your accomplishments and skills, and highlight relevant expertise.
Well, search no more: We’ve compiled all the resume recommendations you wish into one place. Read on for tips and tricks that’ll confirm you craft a winning resume—and assist you land employment.
Top 7 Resume Writing Tips:
1. Look for keywords in the job postings
The best place to start when getting to put in writing a resume is to rigorously read the job postings that interest you. As you apply for various jobs, you should study each job description for keywords that show what the employer is trying to find in a perfect candidate. Include those keywords in your resume where relevant.
For example, if you’re applying for a job as a Medical Billing Coder, an employer might list keywords such as “coding”, “claims submission,” “compliance,” or “AR management” in the job description. Pay specific attention to something listed within the sections tagged “Requirements” or “Qualifications.” If you have the skills that employers are looking for, you can add these same terms to your resume in the expertise or skills sections.
2. Put the Best Stuff “Above the Fold”
In promoting speak, “above the fold” refers to what you see on the front half of a rolled newspaper (or, within the digital age, before you scroll down on a website), however basically, it’s your 1st impression of a document. In resume-speak, it suggests that you must confirm your best experiences are visible on the highest third of your resume. This top section is what the hiring manager is going to see first—and what will serve as a hook for someone to keep on reading. So target on putting your best, most relevant experiences fir.
3. Choose a Basic Font
When formatting your resume, use a basic font that is simple to read, both for hiring managers and for applicant management systems. Google also favors the simple over the complex. Many fonts build your resume clear and simple to read whereas holding your individual style.
4. Include Contact Information, With a Caveat
Include all your contact information so that employers can easily get in touch with you. Give your full name, street address, city, state, zip code, phone number, and email address. If you’ve got a LinkedIn profile or skilled website, include those links as additional. Under some circumstances, you might want not want to include your entire mailing address, but it is generally a good practice to do so.
5. Move your education under work experience.
Unless you’re a recent college graduate, move your education towards the bottom of the resume. Why? Employers typically care additional concerning about work expertise, connected technical skills and evidenced success/results over education. And yes, that means if you went to an Ivy League school, you should put that in the same place as the professional who went the two-year degree or four-year public school route.
6. Keep it fresh.
Document your career successes and achievements over time. The Recruiter.com article expressed, “Every few months, you should take a second to tweak and update your resume. It’s good to keep it current, even if you don’t actively job searching—you never know when you’ll need it for a promotion or volunteer opportunity.”
7. Back up your qualities and strengths
Instead of making a long (and boring) list with all of your qualities (e.g., disciplined, creative, problem solver) tries to attach them with world and work experiences. In different words, you would like to back these qualities and strengths up, else it’ll seem that you’re just attempting to inflate things.
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by Raghu Nandhan | Apr 24, 2019 | Blog, Industry Trends, Talent Acquisition
Hiring talent has become highly transactional. The candidate searches, the endless planning, and therefore the repetitive screening are inefficient and mind-numbing for Recruitment Trends. It’s time for a brand-new era of recruiting that focuses on the additional gratifying components of the job — the human part, the strategic part.
And the lowest unemployment numbers recorded in decades are impacting those trying to recruit the most effective and brightest and forcing them to undertake new concepts once it involves hiring.
Here are a few recruitment trends impacting hiring and how they can impact you:
Diversity is the new global mindset
78% of talent professionals and hiring managers say that diversity is one of the high recruitment trends impacting however they hire.
Diversity used to be a box that the organization checked. But today, diversity is directly tied to organizational culture and financial performance. Our data shows that 78% of organizations prioritize diversity to improve culture and 62% do so to boost financial performance.
Key forces are at play here: ever-changing demographics are diversifying our communities, shrinking talent pools for companies that don’t adapt. Growing proof that a diverse group is additional productive, additional innovative, and more engaged also makes it hard to ignore.
Encouraging a candidate to accept a job offer
During an associate degree, candidates would accept almost any job offer. However, within the market during which candidates receive various offers, the recruitment process changes dramatically. This means that the main focus can shift to grabbing offers in terms of remuneration packages, as well as to individual criteria of a particular candidate.
Social network pages will replace CVs
The reality is that only a few candidates have time to update their resume. And whereas you’re utilized, you are doing not update it in the least. It seems that it’s not impossible to become a candidate in principle until you update and send out a current resume. However, these days in place of a resume, it’s enough to appear through profiles on LinkedIn and realize open vacancies. LinkedIn profiles are typically a lot of specifics than a resume, and they are viewed by an outsized variety of people.
Employee referrals
Employee referral programs are definitively one among the foremost productive ways that hiring talent and filling open positions. Employee referrals should never stop. Referrals offer quality hire, not as results they recognize someone; however as a result of the most effective worker will usually even outperform recruiters in building relationships, evaluating and selling extremely qualified professionals who are not active in the labor market. In top companies, more than 50% of employees are hired through a referral program.
That being aforementioned, we tend to put employee referrals to our list of the best recruitment trends for 2021!
Artificial Intelligence is becoming your secret workhorse as a part of Recruitment Trends
Admittedly, this can be one of each of the trends that everyone talks regarding, however only very few organizations or professionals understand its impact or what it really means.
The truth is that Artificial Intelligence (AI) has taken a powerful foothold in recruiting and can possibly still continue to take over a number of the repetitive aspects of your job. For example, there’s already software (including LinkedIn Recruiter) that permits you to modify candidate searches and quickly notice prospects that match your criteria. Other technology will assist you screen these candidates before you even speak to them. Cabot’s will reply to candidate queries, thus you don’t need to.
Multiply the effects of these examples and the time savings is huge. For the more additional advance aspects of your job — engaging and interviewing candidates — it’s no surprise that AI is seen as less useful.
The HR and recruitment field is evolving every day and with a global workforce transforming, it is time to elevate your company’s recruitment strategy to a whole new level this year.
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by Raghu Nandhan | Apr 18, 2019 | Blog, Recruitment Technology, Talent Acquisition
In 2011, only 54% of recruiters believed we have a tendency to be heading towards a candidate-driven job market. The time (and the numbers) has changed, and today, 90% of recruiters agree on the crucial role of candidates in any hiring plan.
A candidate’s opinions of your organization are going to be formed nearly entirely by the recruitment method. Consider their first initial point with your company as a primary date. While it’s crucial for the candidate to sweep the recruiter off their feet, recruiters usually forget however it is necessary for them to make a positive impression in favor of the organization.
After a nasty candidate experience, 72% of jobseekers report sharing their encounters online. This alone will severely diminish an organization’s complete equity and stop future candidates from considering them as employers. In fact, 55% of jobseekers report avoiding bound corporations when reading negative reviews.
Every interaction with a candidate sends a transparent message concerning the organization. Let’s examine some common enlisting mistakes, and also the message they send to smart candidates that may scare them away.
We explore the reasons behind this shift and share five trends in recruitment for 2019.
#1 The Rise of the Employer Brand
Studies by LinkedIn show that over half of jobseekers conduct thorough research about a brand before applying. Now, for SMBs this could be a challenge — mid to large-scale companies have an established online presence and even word-of-mouth repute, small employers risk coming off as unfamiliar and uncertain. In 2019, this section can invest heavily in employer branding initiatives to draw in high talent.
To build a strong brand, CHROs must have a dedicated tech team focused just on HR technology. Employer brands are maintained on the underlying technology that supports their initiatives. The Best practice is to have the tech team report to HR, not to IT. Technology moves quickly, so having experts focused solely on HR’s direction and initiatives are imperative. CHROs must be ahead of changing technology.
#2 It’s Social All the Way
2019 is a generation that’s grown up online, using social media to shop, ask for recommendations, and even job hunt. While social recruiting gained plenty of momentum in 2018, next year it’ll be a must-have. Further, in a candidate-driven job market, social media may be a bigger game changer holder recruiters realize and connect with passive talent.
#3 Drawing out the recruitment process
The interview method can be lengthily based on companies hiring policies. The overall method can take an average of 23.7 days. While a good candidate may be considering your organization, they’re likely possible considering different companies as well. By drawing out your process, you are communicating to a good candidate that not only is you still not sure about them, but they might not be your top pick. As a result, sensible candidates could withdraw themselves from the pool. Having multiple screening ways beyond the interview (IQ tests, presentations, panel interviews, etc.) also slows down the process and build more hurdles that scare candidates away.
Eliminate any uncalled steps or meetings, and make an offer as quickly as potential. Remember, if you string candidates on and treat them poorly, they’re going to possibly share their experience on sites like Glassdoor, thus communicate transparently and regularly.
#4 Proactive Recruitment Marketing Strategies
Recruitment promoting has been around for a minute, however specific campaigns are typically connected to a forthcoming hiring event, a spike in attrition, or seasonal shifts. In other words, it is reactive in nature. In 2019, this is poised to change with recruiters investing in solutions or partnering with agencies, helping create a continuous conversation around the company — and thereby boost candidate interest levels. There are already a good deal of recruitment marketing tools available like LinkedIn Talent Solutions or Breezy HR, and more will join the list in 2019.
#5 Forgetting to sell the company and opportunity
Finally, keep in mind that as a recruiter, you’re attempting to sell a candidate on your organization. It’s necessary to be clear about the realities of the job. It’s also crucial to share positive information about the culture, highlight their growth potential, and always ensure the candidate is completely informed of all aspects of the role they are interviewing for. Like in any sales cycle, you must close the positions!
Losing sensible candidates to a bad recruitment process will solely harm your talent pipeline, however can influence how candidate interact with your brand and products at the end of the day. The best candidates perceive that interviewing could be a two-way street, this information should be shared each way, and candidates should be treated with respect and value!
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Apr 8, 2019 | Blog, Industry Trends, Recruitment Technology
Eliminate Bias in Hiring :
The staffing industry thrives on finding the perfect fit: matching a candidate’s skills and experience with an employer’s specific needs. But unconscious bias, a persistent challenge in traditional hiring, can skew this process, leading to the exclusion of talented individuals. This is where Artificial Intelligence (AI) steps in as a game-changer, offering the potential to revolutionize hiring by eliminating bias and creating a more equitable playing field. Here you can find few steps to how AI Eliminate Bias in Hiring.
The Pervasiveness of Bias in Hiring
Unconscious bias, also known as implicit bias, refers to stereotypes and assumptions that unconsciously influence our judgments. These biases can creep into every stage of the hiring process, from resume screening to interviewing. Here’s a glimpse into how bias manifests:
- Resume Screening: Recruiters, bombarded with applications, may make snap judgments based on names, schools, or previous employers, unintentionally passing over qualified candidates.
- Language in Job Descriptions: Words like “aggressive” or “dominant” might deter female applicants, while phrases like “rockstar” or “ninja” skew towards younger generations.
- Interviewing: Interviewers might unconsciously gravitate towards candidates who resemble themselves or share similar backgrounds, leading to a homogenous workforce.
The consequences of bias are far-reaching. It leads to the exclusion of diverse talent pools, hindering innovation and creativity within organizations. Studies show that companies with a more diverse workforce outperform their less diverse counterparts. A report by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their national industry medians.
AI as the Antidote to Bias will AI Eliminate Bias in Hiring?
AI offers a glimmer of hope by introducing objectivity and data-driven analysis into the hiring process. Here are some ways AI can combat bias:
- Skills-Based Screening: AI algorithms can scan resumes and applications for keywords and experiences relevant to the job description, filtering candidates based on objective criteria rather than subjective impressions.
- Blind Screening: AI can anonymize resumes by removing names, genders, and universities, ensuring recruiters focus solely on skills and experience.
- Language Analysis: AI can identify potentially biased language in job descriptions, prompting employers to rewrite them using more inclusive and neutral terms.
- Standardized Interviewing: AI-powered chatbots can conduct initial interviews, asking standardized questions and evaluating responses based on pre-defined criteria. This removes the influence of personal biases interviewers might have.
- Predictive Analytics: AI can analyze past hiring data to identify patterns of bias and suggest ways to mitigate them.
AI in Action: Proven Results
The potential of AI in reducing bias isn’t just theoretical. Here are some real-world examples:
- Atlassian: This software company used AI to remove gendered language from job descriptions and implemented blind screening. As a result, they increased the percentage of female applicants from 10% to 57%.
- PwC: PricewaterhouseCoopers used an AI-powered platform to assess candidates’ written communication skills. This approach ensured a more objective evaluation and reduced unconscious bias based on writing style.
- Sodexo: The food services and facilities management company leveraged AI to analyze resumes for skills and experience, leading to a more diverse pool of qualified candidates for open positions.
These success stories demonstrate that AI can be a powerful tool for promoting fairness and inclusivity in hiring. However, it’s important to remember that AI is not a silver bullet.
The Human Factor: Collaboration is Key
Here’s why a human-in-the-loop approach is crucial:
- Data Quality: AI algorithms are only as good as the data they are trained on. Biased data sets can lead to biased results. Human oversight is essential to ensure data quality and identify potential biases within the AI system.
- Ethical Considerations: AI developers and users must be mindful of ethical considerations. Ensuring transparency and fairness in the development and deployment of AI hiring tools is paramount.
- Final Decisions: AI should be used to enhance the hiring process, not replace human judgment entirely. Hiring managers should leverage AI insights while utilizing their expertise and experience to make the final hiring decisions.
By combining the power of AI with human expertise, staffing professionals can create a more objective and inclusive hiring process, leading to a more diverse and successful workforce.
The Future of AI-Powered Hiring
As AI technology continues to evolve, we can expect even more sophisticated tools to emerge, further reducing bias and streamlining the hiring process. Here are some exciting possibilities on the horizon:
- AI-powered skills assessments: AI can go beyond resumes and cover letters, evaluating candidates’ skills through simulations, coding challenges, or other interactive assessments.
- Virtual Reality (VR) Interviews (continued): VR simulations can create standardized interview environments, minimizing the influence of personal biases during in-person interactions.
- Neurodiversity Recognition: AI could potentially analyze speech patterns and behavioral data to identify candidates with neurodiversity, like autism, who might possess valuable skills and perspectives often overlooked in traditional hiring.
The Staffing Industry’s Role in Leading the Change
The staffing industry has a critical role to play in championing the use of AI for bias-free hiring. Here’s how staffing agencies can take the lead:
- Partnering with AI Developers: Staffing agencies can collaborate with AI developers to create and implement fair and unbiased hiring tools specifically tailored to the needs of the industries they serve.
- Educating Clients: Staffing professionals can educate clients about the benefits of AI-powered hiring and address any concerns they might have regarding technology replacing human judgment.
- Building Diverse Talent Pools: By leveraging AI for skills-based screening and outreach, staffing agencies can expand their talent pools and connect employers with a wider range of qualified candidates.
Conclusion: Embracing the Future of Hiring
The potential of AI to eliminate bias in hiring is undeniable. By embracing AI and using it responsibly, the staffing industry can usher in a new era of fair and equitable hiring practices. This will not only benefit diverse talent seeking opportunities, but also empower businesses to build stronger, more innovative workforces.
Remember, AI is a tool, and like any tool, its effectiveness depends on how we use it. By fostering a culture of collaboration, continuous learning, and ethical considerations, the staffing industry can leverage the power of AI to create a more inclusive and successful future of work.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Apr 1, 2019 | Blog, Industry Trends, Recruitment Technology
What is Analytics in Staffing
Today, most of the organizations are leveraging the power of new technologies to streamline the hiring process to identify the best fit for a company. No doubt that big data represents a challenge and an opportunity for recruitment teams and staffing companies, and power analytics is turning into a key part to make a successful talent management process.
At Pragna, we look at the exciting opportunity to determine big data and use effectively. We look forward to working with our clients to leverage the ability of staffing and big data intelligence technology to improvise their talent pipeline and resource investments.
What Power Analytics Means to the Staffing Industry
Here are the primary impact areas of Power Analytics in Staffing
Traditionally, predictive analytics has helped the staffing firm to deal with the essential business queries of “who, when and why.” However, once applied to the staffing firm, predictive analytics helps to anticipate and optimize
Talent acquisition: helps to identify who is the top best? When should they be contacted? Why is this requisition/ job change opportunity attractive to this top talent?
Talent planning: Predictive analytics will optimize a talent pipeline by investing talent information to establish key factors that may result in higher resource allocation. For instance, identifying the simplest locations to speculate on recruitment campaigns for certain skills.
Job-response optimization: Throughout the recruitment process, power predictive analytics helps organizations optimize their job-postings response. Data analysis will give staffing firms with custom recommendations and tailored best practices to assist firms to overcome with higher responses to their job postings based upon primary factors such as period duration, location, occupation, and industry.
Client acquisition: A staffing firm’s talent database is its proprietary competitive advantage and sales tool. Therefore, with the facility of power analytics to harness a staffing firm’s massive knowledge and provide valuable insight into the talent existing on hand, a firm is empowered to drive future sales conversations directly aligned to the talent they need.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
