In today’s recruitment landscape, most recruiters and HR professionals are using technology solutions to help them decide who to progress, particularly in the earlier stages of the process. Turbo’s leading CRM/ATS solution is used by recruitment firms and HR teams, and we see the way the tech tools are being used effectively to screen, shortlist and, ultimately, hire the right people every day.
From time and cost savings to building a higher quality candidate pool, there are many advantages for recruiters and employers in modern approaches to talent sourcing and screening. However, if candidates are savvy about it, these tools can be an advantage for them too. Here is our guide to navigating modern recruitment trends and technology to stand out from the crowd as a candidate.
#1 Up your LinkedIn game
One of the biggest changes in the recruitment market in recent years is the shift away from online job boards being the only external candidate sourcing approach recruiters consider, towards social media platforms, like LinkedIn, playing a much larger role. Of course, once you apply for a job, the recruiter or hiring manager is going to look at your LinkedIn, but today, employers and recruiters often use LinkedIn searches to identify and headhunt potential candidates before applications have even opened.
To put your best foot forward (both before and after you apply) it pays to have your LinkedIn looking sharp. This means making sure your employment and education history is up to date and ensuring you are using the same job titles and descriptions across your resume and your LinkedIn.
It’s also critical to think about your word choice when it comes to potential employers finding you. Employers and recruiters are searching for specific keywords, so making sure you have these keywords on your LinkedIn profile will give you the best possible chance of coming up in search results. LinkedIn have a great article on keywords here to get you started.
#2 Make your resume AI-friendly
Many recruiters use artificial intelligence (AI) to screen candidate applications, particularly when there is a large talent pool. This AI typically looks for skills, keywords or phrases in your resume that match what the employer is looking for, as well as longevity of experience. So it can be worth making sure that the language in your resume aligns with the job ad and uses generic industry terms to describe your role and skills rather than organisation-specific ones.
For example, if you phrased your skill as “account management” but the job ad uses “relationship management”, consider changing it. These small tweaks to your language (that don’t change the meaning, of course) may actually improve your chances of progressing to the next stage.
It’s also important to make sure the chronology of your experience is set out clearly in a standard format. Don’t go too exotic with your formatting and stick to standardised resume formats or you may make it harder for these tools to screen and select you to advance.
#3 Prepare yourself for video screening
Before the pandemic, the use of video interviewing was already on the rise, but the events of 2020 certainly accelerated it. More and more Turbo clients are realising the benefits of our video screening tool, and, responded to appropriately, it can be a chance for candidates to shine too.
Turbo’s video interviewing tool is a one-way video interview, meaning the recruiter will send you a link, and you’ll record your responses to the questions that the recruiter has asked at an appropriate time for you, and the recruiter can then review your responses at an appropriate time for them. Just like a face-to-face interview, there are no do-overs – your first response to each question is submitted to the potential employer or recruiter for review.
If you prepare yourself in advance, these interviews are a great way to showcase your skills and personality, so it pays to make the most of them. While you most likely won’t be given the questions in advance (just like a real interview), you can plan some responses to some commonly asked questions and practice some stories that really highlight your experience and skills.
Practice concise, clear answers and if it feels like you are waffling or digressing, tighten up your response. These video tools often give you a set time to respond to each question, so you want to get straight to the point. It will also make it easier (and more interesting!) for the recruiter or employer evaluating your response.
Just like a real interview, the recruiter and/or employer will be considering whether you are the right cultural fit, so it’s important to think about how you can put your best foot forward. Think about things like what you will wear, where you will sit (make it a neutral background, not your unmade bed!), and the sound and lighting. It’s also important to mitigate potential interruptions; if you live under a flight path or on a freight train line, for example, set aside time to record your video at the quietest possible time or consider going to another location.
Today’s recruitment tech really can support better recruitment outcomes for businesses and candidates, if they are understood and embraced. As a candidate, this is all about planning and preparation to put your best foot forward and maximise your chances of being progressed in the recruitment process.
As a recruiter or HR professional, it’s about having an ATS/CRM that supports your goals and your processes, combined with the ability to find the right candidates faster, with less legwork. Get in touch to find out how you can turbocharge your recruitment with Turbo.