Is the Best Candidate the one Who#8217;s Good at Getting Hired

Is the Best Candidate the one Who8217s Good at Getting Hired Is the Best Candidate the one Whos Good at Getting Hired 1) Most people do not have a good enough resume. We see far too many resumes with structural issues, inconsistencies, and even grammatical mistakes.2) Many people rely heavily on online job application, and therefore are depending upon their resume to get them noticed and selected. In a recent Beyond.com survey, over 60 percent of job seekers applied to jobs EVERY week.A well-written, focused resume can get results for candidates, especially those with in-demand skills and experience. We receive emails like this one weekly Last year you wrote my resume and I successfully landed 3 job offers.Ive come to the conclusion that- from a recruiting standpoint- the best candidates are those that are good at getting hired. They have a good resume, they know how to demonstrate relevant skills and experience on paper or in person, and they keep an up-to-date online social profi le.There is a lot of talk about the skills gap. Ive dubbed a related gap the communications gap. The communications gap refers to job seekers who are capable of doing the job, but do a poor job of telling their story in a way that will get them noticed, selected for an interview, and hired.But perhaps the fruchtwein critical skills gap is the skill to get hired. The Undercover Recruiter wrote an article on 7 reasons employers will hire you. Reason number 1? A great resume.Of course, the best way to get hired is by referral. Ive gotten my last several jobs by networking. In this case, resume is secondary or irrelevant. My question of the day When you review a referral candidate, how effective would their resume have been if they had applied blindly online? Would it have even gotten a second look? In my experience, referral resumes often come with the caveat, I dont really have an updated resume, but here is an old one. We then overlook their resume shortcomings because the person com es with a recommendation. Chalk up networking ability as an important skill to getting hired.I have talked with recruiters who try to mine stealth resumes, looking for that highly capable candidate who wouldnt typically make it through the process. Ive had several recruiters tell me that they find can find great candidates this way. The challenge becomes convincing hiring managers to seriously consider these candidates. A recruiter at Recruiting Trends last year relayed an example where a hiring manager refused to see a candidate even after the recruiter counseled him to ignore the resume and give this person a chance.This puts recruiters in a difficult position. They can become career advocates, and help candidates to polish their resume as well as prep them to stay focused in the interview. Or, they can put the responsibility back on the job seeker, because quite honestly, few recruiters have time to be career counselors, let alone review hundreds of questionable resumes to find t he diamond in the rough. Out of kindness to the job seeker, Id ask that you be honest with the individual. Tell job seekers that companies want to hire people who are good at getting hired. Tell them to improve their resume, hone their story, and talk mora with colleagues. Or else theyll continue to play a numbers game, with the odds stacked against them.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.