If you are currently in your first several years in the workforce you will have seen job postings that you like, but that ask for 4 or 5 years of experience. With only one, two or three years under your belt, should you even bother applying?
The short answer? Yes.
Here are the reasons why you should apply for those jobs that are a stretch:
What’s the worst that can happen? You get rejected. That’s it. Well this is no surprise: you know the job is a long shot anyway. What’s the best that can happen? You get called in for an interview. Even better, you land the job. There’s really nothing to lose here.
Get over your fear of rejection. You will be rejected for countless jobs and opportunities throughout your life – being afraid of hearing ‘no’ shouldn’t be a barrier to making the attempt.
Get your foot in the door. You may not be the right fit for the job you applied for, but the company may like what they see and consider you for a similar position. By applying, you are making potential connections and getting your resume in front of the companies you’d like to work for.
When is applying a bad idea?
When you don’t have even close to enough experience. If you are fresh out of school and applying for jobs asking for 5 years experience, your expectations are too high. You will appear completely out of touch with how workplaces function and possibly come across as arrogant or entitled.
If the job is way outside your field. Missing a few years of experience is not as big a deal if you are already on the path to earning that experience, but don’t apply for a job that is outside of your career path. You need to show you have excelled at similar jobs, and if you don’t have much related experience, you simply can’t show that.
Make your application top notch.
The only way you will be considered for a position when you are under-experienced is if your resume proves you have the potential to do the job. You have to give great examples of how you excel at your current position and related positions, how you have gone above expectations and how you are a top performer. Without a stellar resume, your long-shot application simply won’t be considered.
I saw an article recently in HRD magazine about how the ATS is a dying system. The author had some valid points, but unfortunately none of those points were actually about applicant tracking systems. His beef was really with unreliable parsing technology.
Let’s set the record straight: applicant tracking software is separate from parsing software. The two frequently work hand in hand with each other, but they are separate systems, almost always designed by different companies.
Parsing is here to stay
Resume parsing software is incredibly complex: it scans the document, converts the text and finds meaning in words to categorize the different resume sections. All while trying to maximize speed and minimize errors. What makes this task particularly difficult is that each resume is unique, using that person’s terminology, formatting and industry jargon. What’s more, word processing software brings its own distinct code into the mix. Not only does parsing technology have to make meaning of what the author has written, but it must sift through Microsoft Word’s language as well.
Technology this complex is always evolving, progressing and innovating. Parsing has not yet been perfected, and therefore we can only expect these systems to improve as our own knowledge and resources grow.
What can parsing do for me?
The reasons why applicant tracking providers are embracing parsing, and basing a lot of functionality on parsing technology are because the benefits far outweigh the occasional inconsistency. Here are a few examples:
- Searchable data: When resume information is parsed it is indexed, meaning different sections are categorized in the ATS. Instead of a simple Boolean or keyword search, you can search within specific sections and for more specific details, faster. An example is searching through everyone in the database who has a Masters degree and experience in chemical engineering in Alberta.
- Keeps everything in one system: For ATS providers like HireGround, one of the main reasons we use parsing technology is to keep resumes within our system. Instead of switching between Word, Acrobat and your ATS, parsing allows you to read through resumes within the system, making it easier to write notes and share with a hiring team.
- Easier to compare between candidates: Recruiters spend an average of six seconds scanning a resume before determining whether to go ahead with an applicant or move on. In such a short time frame, it can be difficult to compare between uniquely formatted resumes. Perhaps one applicant has their skills listed at the top, while another inserts them below their work experience. One applicant may use a chronological format, and another a functional resume. Parsing can help by grouping information together into consistent categories. Within an ATS, recruiters can easily switch between profiles, viewing the sections that are most relevant without sorting through the entire resume.
- Ranking opportunities: Parsing gives a system the opportunity to rank candidates based on their resume. With parsed information from a high quality provider, an ATS system will be able to see which candidate has the most years of relevant experience, the highest level of education, and the most applicable skills. These are items that used to have to be done manually, by someone who understands the industry, but as parsing and semantic technologies become more robust, software will be able to make meaning out of resumes and determine who’s to give more weight.
Looking ahead at big data and recruiting
I’ve given some concrete examples of how parsed data can benefit ATS users today – but this is only a thin slice of the possible uses, now and in upcoming years. Applicant data can be tracked, stored and measured in ways we haven’t even thought of yet. Assessment companies are looking at social media and gps data, while other teams are researching and predicting job and applicant patterns across the country and the world. What will all this data reveal next?
We’re thrilled to share our latest whitepaper with you: “5 Ways to Get Recruiting Results” looks at how to examine your hiring practices to see where things could be improved, and offers solid and actionable ways to do so. Whether this is attracting qualified candidates, creating a better experience or screening applicants, there’s always room for improvement somewhere
The whitepaper discusses these 5 topics:
- Candidate experience
- Social sourcing & SEO
- Speed of hire
- Assessment tools
- Big Data & HR
Take a look at current technology trends and see how small changes can improve your recruiting results.
Download the full whitepaper here.
Did you know that over 70% of candidates find the job application experience “discouraging”?
Applying for jobs is generally agreed to be time-consuming, stressful and far from straightforward. Employers may be tempted to say “too bad” …but that would be a huge mistake, because 42 percent of those candidates would never seek a job at your company again, and a further 1 in 5 candidates would tell others not to purchase products or services from your company.
A bad applicant experience can have major consequences. Your goal as an employer is to attract and hire top talent, so having a reputation based on a “discouraging” or “stressful” process is not doing you any favours.
What can you do? Here are 3 steps to take to make your application process friendly and positive for candidates. Continue reading 3 Steps to a Better Candidate Experience
No matter how prepared you are, or how many questions you’ve practised, or your great list of questions to ask, there are some major faux pas that could completely damage your impression with the recruiter. In order to put the best foot forward, avoid doing the following: Continue reading Surprising Things That Could Ruin Your Interview