Re: software tools

Subject: Re: software tools
From: Jill Marie Jeffries <jjeffri1 -at- gmu -dot- edu>
To: Joanne Wittenbrook <jwittenbrook -at- ameritech -dot- net>
Date: Mon, 26 Feb 2007 14:47:13 -0500

Yes, I agree. I know there are alot of recruiters out there that just look for key words on resume that match the job description. It is unfortunate, and I know frustrating for the candidate especially when they are not even close to being a fit for the position.



----- Original Message -----
From: Joanne Wittenbrook <jwittenbrook -at- ameritech -dot- net>
Date: Monday, February 26, 2007 2:14 pm
Subject: Re: software tools

> Your office may not be of the "cluless" variety. Unfortunately I
> have dealt with a lot of "clueless" recruiters. I've also gone
> through preliminary interviews where I have been asked if I know
> Adobe. (for example) The Adobe product line has a huge variety of
> software, and I find I have to do some fishing to figure out what
> she/he is asking for. Page makeup, image editing, illustration,
> help authoring, screen capture, pdf, web-based training, website
> building--all types of software that Adobe manufactures. That is
> an example of candidates being screened by someone who has very
> little knowledge of the skillset needed for a job. They are just
> filling out a checklist.
>
> With the prevalence of web resume submission, resumes get
> scanned or dumped into a database and searched via key word.
> Depending on the system, and the key words used in the search, an
> excellent candidate can be skipped over. I've seen this happen in
> the company I work for, we've had great candidates who managed to
> get past HR to get their resume to the hiring manager. I've also
> experienced submitting resumes via the proper channels with no
> results. When I network my way into the target company, or manage
> to connect to the appropriate manager by phone, I find my resume
> seemed to go into some sort of black hole of web submitted resumes.
>
> The recruitment landscape has changed dramatically for those of
> us seeking jobs. It has become a real art to figure out how to get
> past the gatekeepers. When you get to interview with someone who
> knows the skills needed for the job it is great, but I have found
> that it doesn't happen until after a couple phone interviews.
>
> Now I have several versions of resumes. One for a scanned
> resume, a plain text file for uploads, one which I check carefully
> for key words, a .PDF version, and a web-based portfolio.
> Joanne
>
>
>
> Jill Marie Jeffries <jjeffri1 -at- gmu -dot- edu> wrote:
> I work as a recruiter for a large Government Contractor. We
> get a job description directly from our customer and post the
> positions based on what they are looking for. Typically we are not
> "clueless" as to the skills that the customer is looking for. Most
> of the candidates that we talk to at my company don't have the
> skills we are looking for listed on their resume, so we have to
> dig deeper to find out what they have used, and what they have not
> used. I have not hear of recruiters getting a list of preferred
> software packages and writing up job descriptions based on that.
> -------------------------------------------
>
>
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References:
Re: software tools: From: Jill Marie Jeffries
Re: software tools: From: Joanne Wittenbrook

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