Your keyword search for talent is fraught with problems

April 11, 2017 — Leave a comment

Sample CVArticle by Rupert Sellers

How useful is a CV today for hiring purposes?

Most recruiters are at breaking point as to how to handle CVs effectively, and quantity over quality is the constant issue.

To process the volume of applications generated from online job sites, many HR teams rely on automated keyword filters to sift CVs.

That might seem smart, but candidates who don’t include certain words that match the criteria set by the employer will immediately be discarded. Pity those highly suitable candidates that didn’t make the cut, simply because they chose to use alternative descriptive words in their CV.

It means that a lot of great talent is condemned to the reject file, without even being considered.

Candidates have a tougher application process than ever before and they are having to rely on the right keywords in order to make the initial selection. Unfortunately many keywords that appear in CVs do not reflect the actual candidate. Any candidate, good or bad, can add the keywords an employer is looking for – regardless of whether they actually have that skill.

The same applies to LinkedIn profiles: Users are renowned for overstating their skills, so how can a recruiter/employer find the right candidates based on a keyword search?

Advising candidates to copy keywords from a job description to their CV ridicules the recruitment screening process

Candidates will of course welcome advice and tips on how they can stand out and have their job application considered, but so-called ‘career coaches’ and ‘expert resume writers’ who constantly tweet the lines below are a nuisance for employers:

“#Jobseekers. Review the job ad & company website & mirror keywords in your resume that the employer uses.”

“#Resumetips: Beat the filters. Use keywords in your resume drawn from job descriptions or ads.”

These tips may help applicants in the selection process, initially at least, but this advice completely skews the keyword sift that so many employers rely on. Screening a text CV based on matching keywords to select talent is flawed. Employers and candidates deserve a fairer, more robust recruitment process.

See also: The diminishing value of a CV

 

 

Rupert Sellers

Posts Twitter Facebook Google+

I spent most of my career in luxury hotel management which included senior roles with Ritz-Carlton and Four seasons, before specialising in recruitment 12 years ago. In 2012, I launched Compact Interview which enables employers to screen candidates directly with customised video interviews. Our privately held company is based in Shoreditch, London.

No Comments

Be the first to start the conversation.

Leave a Reply

Text formatting is available via select HTML.

<a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong> 

*