Ben Townshend’s Post

𝐆𝐞𝐭 𝐲𝐨𝐮𝐫 𝐝𝐫𝐞𝐚𝐦 𝐉𝐎𝐁 🏆 𝑪𝒐𝒎𝒎𝒆𝒏𝒕 “𝑹𝒆𝒔𝒖𝒎𝒆” 𝒕𝒐 𝒈𝒆𝒕 𝒕𝒉𝒆 𝒔𝒕𝒆𝒑 𝒃𝒚 𝒔𝒕𝒆𝒑 𝒑𝒓𝒐𝒄𝒆𝒔𝒔 ♥️ At the start of my career I faced a challenge where, despite my skills and numerous job applications, I rarely received any responses. Through thorough research, I discovered the role of ATS (Applicant Tracking System) software, which scans resumes and swiftly rejects those lacking relevant keywords. Understanding that the key to success lay in using the right keywords, I turned to AI tools designed to optimize resumes for ATS. This strategic move resulted in my resume being selected by over 7 top companies. I hope this insight helps you with your resume as well. Follow @besant_technologies_headoffice for more valuable content 😁 #employment #jobs #hiring #job #jobsearch #recruitment #career #work #careers #recruiting #nowhiring #resume #jobhunt #business #jobseekers #hr #jobopening #staffing #humanresources #jobseeker #hiringnow #interview #recruiter #jobsearching #vacancy #covid #education #jobinterview #jobopportunity #employmentopportunities

Did you know I'm #openforopportunities #openforwork ? In Monday's post, I mentioned how the application process today is cold and distant. I also mentioned how recruiting CRMs bridge that gap to bring some humanness back to the application process...however, CRMs are not going to be the end all solution for the cold world of job application. In my past roles as a hiring manager, I had the ability to view all candidates that had submitted their application. It didn't get filter through some AI and then get passed on to the recruiter, it was me who viewed every single application. Granted, you could tell quickly who was over/under qualified or who's salary was outside of expectations. Those were easy to dismiss. However, the positions I was hiring for had specific requirements and I knew exactly what I was looking for. These requirements aren't something the recruiter may completely understand or how they tie to the role based off of the job description. If you aren't utilizing a CRM in your recruiting process, you should consider it. HR and Recruiters, you should consider giving access to your ATS to your hiring managers. You will add some of the HUMAN back to this cold distant process. If you're organization is looking for some one who can help you wade through the crazy world of HR Tech, reach out. If you're in the Atlanta metro, lets go get some coffee. Most importantly, lets chat!

As a former job seeker, I always yearned for a more human touch from recruiters and hiring managers. It's important to have a real conversation to truly understand if a candidate aligns with a company's vision and values. A simple glance at a resume or relying solely on an ATS can cause qualified candidates to be overlooked. Credentials and education are important, but they don't tell the whole story. AI and the ATS is flawed just enough for me to give ENOUGH information to bypass it so that I can share the things I didn’t disclose. I purposely left off some of my experience and education to avoid being reduced to just a set of qualifications. Let's move past the robotic approach and have real conversations to find the best fit for both candidates and companies. #humanresources #recruiting #jobsearch #recruiterslife #recruiter #staffingandrecruiting #atsfriendly #workanywhere

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I'm feeling a lot of sympathy for hiring managers at the moment (and for those of us who are currently searching, but that's a different post). Having been a hiring manager in large organizations, I know how difficult the process is and how hard it is to get the appropriate candidates through the funnel to your attention. Currently, though, the system is completely broken - online AI tools allow completely unqualified people to rewrite their resume and cover letter to fit the posted job requirements. I regularly see jobs where there are realistically only a few dozen qualified candidates worldwide get 1500 or more applications in a few days. So, at the moment applying for a job online is more like buying a raffle / lottery ticket in the hope that maybe, somehow a human gets to see your resume at some point in the process. I'm sure the ATS vendors are all working feverishly on a way to provide better filters, but at the moment the system is very, very dysfunctional. #Hiring #ATS #AI #career

**It's Okay to Ignore Those Unsolicited Job Emails: Here's Why Recruiters Are Reaching Out More Than Ever in the Age of AI** 🙂 Meet Alex, a software engineer who isn't actively looking for a new job. Yet, he receives multiple unsolicited messages from recruiters asking if he's open to new opportunities or interested in specific roles. Ever wonder why this is happening? Recruiters are increasingly competing with AI-driven recruitment tools, which is why there is a heightened focus on outreach to passive candidates. By proactively engaging with potential hires who may not be actively seeking new opportunities, recruiters can stay ahead in the competitive landscape and secure top talent before AI algorithms identify and reach out to them. Are you receiving a lot of unsolicited emails about job opportunities lately? This trend is part of the broader strategy to ensure that human recruiters can connect personally and build relationships with potential candidates, offering a human touch that AI cannot replicate. Recruiters understand that the personal connection, understanding of nuanced candidate needs, and the ability to negotiate and mentor are areas where they can truly shine, even in an AI-driven world. This approach helps them attract high-quality candidates who might otherwise be overlooked by automated systems. Let's embrace the blend of technology and human touch in recruitment to create the best opportunities for both employers and job seekers! #Recruitment #AIRecruitment #TalentAcquisition #JobSearch #CareerGrowth #HR #PassiveCandidates #FutureOfWork

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Job ads are down, applications are up and all of a sudden we're trying to 'repel' candidates 🤯 The job market has shifted and if you're a hiring manager or recruiter, I am sure you've seen a rise in applications and a big shift from the COVID days of beating down the inbox of high quality applicants... I recruit exclusively for remote roles, so we generally receive anywhere from 500-1,500 applications for each role. Yesterday, I read a Forbes article that noted a trend towards companies 'repelling' job applicants...most roles are no longer advertised to the open market and there is a rise in AI use to avoid a human having to screen candidates. If you're a candidate looking for a role, now, more than ever it is important to ensure you do the 1% to stand out. Here are some quick tips 👇: 1. Address all of the application criteria 2. Follow up 3. Personalise your application for the role (use AI to help you save time - there are lots of online tools for this) If you're a recruiter or hiring manager, what are your thoughts on this trend? I remember the days when we all agreed that candidate experience was paramount...are we getting off track?! over 80% of my placements in the last 6 months were filled with 'database' candidates...candidates who had reach out to me or applied for another role in the past and were unsuccessful. I would hate to imagine our results for our clients if we spent our time implementing AI to 'repel' applicants, rather than focusing on building genuine relationships. OK, rant over - have a great Wednesday ✌️💗 #hiringtrends #jobmarketupdate #recruitmenttrends

"Can you land a 175-225k SaaS job? Tips from an HRM perspective" Source: https://lnkd.in/gkxUXtXS #HRM #RecruitmentTips #JobSearchStrategies #InterviewTips #ResumeWriting As someone who has experienced the struggles of job hunting and is now on the other side of the table, I understand the challenges individuals face when trying to secure a role. From crafting a standout resume to acing the interview, the process can be daunting. Here, I'll share my insights as an HR Manager and provide some tips that could potentially make a difference in your job search journey. This is our hiring process: 1st round: Filters based on your responses to key questions like location, citizenship, and specific experience requirements. 2nd round: Recruiters review remaining applicants, identifying fake profiles and duplicates. 3rd round: Recruiter presents interesting profiles for further review. 4th round: Recruiter conducts initial screening and rejects obvious frauds. 5th round: Hiring manager evaluates profiles, looking for relevant experience and qualifications. 6th round: Interview with the hiring manager. 7th round: Coding interview with the team. 8th round: Intervi...

Are you tired of submitting job applications only to be rejected by automated systems? You're not alone. A few years back, 75% of recruiters and HR reps claimed to me that Applicant Tracking Systems (#ATS) were a myth. But we know that's not the case. Simply adding a few keywords to your CV shouldn't determine whether you get a fair chance or end up in the "circular file." As a #generalcounsel with experience in #realestate, I understand the frustration of being overlooked by these systems. It's time for a better way. Let's work together to find a solution that ensures fair hiring practices for all. #opentowork #ATSresume By the way, rewriting posts with AI is fun!!! LOL. #recruiters