Oh, the arcane logic of it all
In our world today it is tantalizingly easy to log onto a network and search for virtually anything. But this turns downright hilarious when considering job searching. Think about the myriad of search sources – LinkedIn, Monster, Indeed, Glassdoor, etc. – and couple this with every companies own career site run by Brassring or Telio. There are millions of potential combinations of search and search results. There are so many positions that one qualifies, but alas can never be considered.
For every opportunity, comes thousands of potential candidates from hundred of sources. So recruiters then turn to those same sources to automatically weed through the scores of candidates. Creating checklists for resume search engines to disqualify candidates. Only then to turn around and suggest that we don’t have enough qualified candidates in the USA (a topic for another day). Hmmm.
It seems that we created a system that does not find the best qualified candidates, but a system of trying to match wits to computer systems and resume writers. You can find article after article about how sending a resume through that system is a waste of time – why bother? Or adding key words into the resume/cover letter to fake out the screening software. Or customizing resumes to have all the pertinent sections of the job description (more about this at another time), whether qualified or not, just to make the initial cut. Really? Is this what recruiting is about? Is this what recruiters do? Most times it comes down to knowing someone in the company who provides a heads up before the posting even hits the job boards – or at least thats what the articles tell me. Is this what recruiting has come down too (by the way this doesn’t even work in some companies as a 20 minute evaluation by a white male is often the criteria of passing the test – more thoughts on this later…)? This logic is crazy…use a computerized system to get the word out, then use a selection list to weed through the candidates. This is reminds of the statistics colleges use for applicant interest…every year the number goes up! Who cares. Obviously not everyone is qualified, but because it is easier to apply, many roll the dice and try to win the lottery. The same mentality is occurring in the job space. Hit the job boards and apply to as many as possible that are within the range of interest…
In the end, the system that exists for posting jobs, applying and screening candidates is broken and lacks common sense (or applies too much logic). Should a company post an open position on so many sources? Should they trust in a generic resume screening engine? Can that engine tie in the intangibles that accurately weed the candidates? Should a company search there own data base or use their employees data bases as a better source by screening candidates by 2 degrees of freedom on LinkedIn per se? Are candidates not applying because of this arcane system that has no boundaries, is flooded with useless information, and provides little to no feedback?
It may be that the best system is have candidates drop a resume into the post box. As this takes some effort, at least a company will know that the candidate is serious. And maybe the company will actually look at the letter and evaluate it retrospectively.