软件帮助筛选简历是利是弊?

更新时间:2024-01-22 作者:用户投稿原创标记本站原创 点赞:5328 浏览:18719

目前,很多公司在招聘员工时,会采用电子化的方式来筛选简历.应聘者的简历统一进入数据库,根据事先设定好的各类条件和信息,由计算机软件自行进行筛选.对于招聘人员来说,这一举措无疑使得招聘工作变得更简单,因为以往需要花上很长一段时间的人工完成浏览简历的工作,现在轻而易举便完成了.但与此同时,由于计算机软件设定的死板,会使一些符合条件的应聘者因为技术原因而被淘汰.

究竟使用软件来帮助筛选是利是弊呢?在听完行内人士的专业意见后,我们在了解这一问题的同时,也能得到一些非常有益的建议.

Guy Raz (Host): The unemployment rate is at its lowest point since January 2009, and this time, the size of the workforce didn’t 1)shrink, so more people are working and more people are looking for work.

And of those looking, technology may pose a slight 2)obstacle. Most big panies now use 3)screening software to 4)scan through resumes, and so it could make it even harder to catch an employer’s eye. Here’s reporter Ben Bradford with more.

Ben Bradford: It’s estimated about 90% of large panies use some form of screening software. So I asked Barbara Safani, a Manhattan career consultant, how does my resume 5)stack up against the machine.

Barbara Safani: There are a lot of things I see here that could immediately just kick it out just because the software can’t read it.

Bradford: Like what

Safani: For example, on your resume, you he your dates of employment going across columns.

Bradford: Mm, the eye reads left to right, and it goes left to right. Apparently, this is not as great an idea as I’d hoped. It turns out, my resume has all kinds of problems. It’s a PDF, that’s harder for machines to digest. My dates are in the wrong place. My work experience goes the wrong direction, and I he this beautiful side column showing off my impressive digital skills, but because it’s not 6)offset below my job experience, the software might think it’s another job that I worked at some pany called Digital Skills. Thankfully, Safani says these things are easy to fix, and that it’s not that hard to create a resume the software can read.

Safani: I think it can add a layer of plexity to the process. It’s not rocket science, though.

Bradford: Eric Lochner is an executive at [1]Kenexa, one of the biggest employment software panies. And Kenexa has some big clients: Wal-Mart, General Electric and Starbucks.

Eric Lochner: Our largest client receives over a million candidates a month. Our erage client will receive anywhere between 15,000 and 40,000 candidates a month.

Bradford: Lochner says automation means panies can find quality candidates in a day where it used to take weeks. And job hunters benefit too.

Lochner: The process is so much more simplified and 7)streamlined. All of these CVs go into one database. And the CV doesn’t get put in an outbox or accidentally deleted. Bradford: Once it’s in the database, a resume can be 8)filtered, graded or ranked by how well it matches a job so recruiters only spend time looking at the best fits. But even as more and more panies turn to these programs for their searches, many still aren’t finding the people they want. Up to half of all employers say they can’t find qualified workers. University of Pennsylvania professor Peter Cappelli says the software actually plays a part in this.

Peter Caapelli: There may be people who hen’t done exactly this job but he done similar jobs, and it’s a sort of a judgment call as to whether the bination of those jobs are enough. So the software can’t make those judgment calls, so all those people are 9)tossed out.

Lochner: I disagree with that.

Bradford: Kenexa’s Kevin Lochner.

Lochner: That’s not because of the technology 10)per se. That’s because candidates he to take the time to understand that each opportunity, each pany is a different scenario for them. They he got to approach it differently. They’ve got to 11)customize or tailor their approach for every opportunity they really want to go after.

Bradford: It turns out this is a great tip to improve how you’re ranked. The software searches for different keywords or phrases in your resume: things like years of experience in a field, specific skills, salary requirements, a nearby zip code. If you want a good rating, you he to customize your resume so it has the right words. Of course, that’s just step one in the process. Once you get past the machine, you still he to deal with a real, live person in the next step in the hiring process.

盖·雷兹(主持人):失业率自2009年1月以来再创新低,目前,就业总人数并未减少,也就是说,更多人在工作,同时更多的人在找工作.

在求职过程中,技术可能成为拦路虎.大多数大公司目前使用筛查软件来浏览简历,因此(对于求职者来说)更难抓住雇主的眼球.以下是记者本·布莱德福德的报道.

本·布莱德福德:估计有90%左右的大公司使用某种筛选软件.所以我咨询了曼哈顿的职业顾问芭芭拉·萨法妮,我的简历是如何在机器里被筛选的.

芭芭拉·萨法妮:我在这儿就看到很多东西无法被软件识读,这足以让机器立即将你排除在外.

布莱德福德:比如说?萨法妮:比如,在你的简历上,你将你的工作经历按日期分栏排列.

布莱德福德:嗯,我们阅读的习惯是从左到右,我简历上也是从左到右排列.显然这不是我想使用的最佳办法.这也证明了我的简历存在各种各样的问题.这是一个PDF文档,机器难以识别.我的日期放在错误的位置上,工作经历也一样.我想用这些漂亮的侧栏排版来显示我的数码技术以给人留下深刻印象,但是由于它并不是我的工作经历的一部分,软件会识别为这是我的另一份工作——在某家名为“数码技术”的公司的工作经历.谢天谢地,萨法妮说这些漏洞很容易修补,做出一份软件容易识读的简历并不是一件难事.

萨法妮:我想可以在程序里增加一层复杂性,尽管这并不复杂.

布莱德福德:艾瑞克·洛克纳是一名高管,就职于最大的招聘软件提供商之一的肯耐珂萨,该公司的一些大客户包括:沃尔玛、通用电气和星巴克.

艾瑞克·洛克纳:我们最大的客户每个月收到超过百万份求职者的简历.我们的客户平均每月也会收到一万五到四万份各地的求职简历.

布莱德福德:洛克纳说自动化意味着招聘公司可以在一天内找出符合条件的求职者,而这在以前需要花上数周时间.求职者也能从中获益.

洛克纳:这个过程更简化、更精简了.所有这些简历进入一个数据库里,不必担心会进入发件箱或被意外删除. 布莱德福德:一旦进入数据库,简历就会按照职位匹配度进行过滤、分等级或排名,这样招聘人员只需要花时间看看(筛选出来的)最佳人选即可.但是当越来越多的公司求助于这些程序来完成他们的招聘,很多公司却仍然找不到合格的人选.超过一半的雇主表示他们找不到能胜任工作的员工.宾夕法尼亚大学教授彼得·卡佩里说,软件事实上只在其中起到部分作用.

彼得·卡佩里:有些求职者完全没有做过这个工作却有类似的工作经验,需要根据工作的综合条件是否足够来作出判断.但软件无法辨别这些,因此这些人就被淘汰了.

洛克纳:我不同意.

布莱德福德:肯耐珂萨的凯文·洛克纳在反驳.

洛克纳:这并不是出于技术本身的问题,而是因为求职者本身需要花时间去了解每个机会、每个公司的招聘对求职者的要求不尽相同.他们应该区别对待,为每个他们想要抓住的机会写作或者修改自己的简历.

布莱德福德:这是一个关乎你排名前后的好建议.软件会根据简历中不同的关 键 词 和短语来进行筛选:比如,在某领域工作的年限、特长、薪酬要求、(离公司所在地)最近的邮政编码等.如果你想要提高你的排名,你必须要写作你的简历来保证其中有正确的关 键 词 .当然,这只是求职的第一步,一旦通过机器的筛选,你还必须在求职的下一步中面对一个真实存在的、活生生的人.

注:

[1] Kenexa 肯耐珂萨公司,创建于1987年,总部位于美国,2005年成为纳斯达克上市公司,是业界唯一一家能将技术、怎么写作、科学及信息化产品完美地结合在一起的人力资源外包供应商.

You’ve probably heard the advice from a friend, a career counselor, or maybe you read it online: “Make sure your resume has strong keywords.” In a world where resumes are often scanned by puters hunting for certain words phrases, the right keyword has the potential to land your resume at the top a recruiter’s pile. But how, exactly, is one to know just which keywords to use Read on for some tips.

1. Use the job posting to your advantage.

The advertisement for the position you’re interested in is an excellent place to find keywords, says Jay Block, an executive career coach in West Palm Beach, Fla., and co-author of “2500 Keywords To Get You Hired”. If the ad says candidates need to he a bachelor’s degree,“bachelor’s degree” had better show up somewhere in your resume.

Mr. Block also remends that job hunters look at ads for similar jobs at other panies. He says that each industry has its own jargon, and being familiar with a wide range of ads will help you see which keywords are showing up in ads over and over again.

2. Some keywords are golden.

Although many keywords are industry specific, Mr. Block says, certain phrases are important to almost all panies. They include “munication skills,” “problem-solving,”“team work,” “leadership,” and “resource optimization.”

3. Use words that demonstrate your value.

The problem with many resumes is that they read like biographies, says Mr. Block. Companies don’t really care about your life story, they want to know if hiring you will be valuable to them, he says. That’s where keywords e in.

Mr. Block remends that job hunters present key phrases like “driving gross” or “increased efficiency” in a prominent way, so that they stand out when the resume gets past the puter and is viewed by human eyes. He says a prospective employer wants to be able to determine within 10 seconds what value you bring to the table. 4. Action verbs still matter.

The keywords that will get you noticed by a puter search are usually nouns, but the verbs you use are still important, says Jim Lanzalotto, vice president of strategy and marketing at Yoh Services LLC, a professional staffing firm in Philadelphia.

“You need to municate the things that you do in a positive, active way,” he says. Using strong phrases like “led a team” or “built a team” instead of “worked with a team”can make a subtle but important distinction to a recruiter.

5. Don’t go overboard.

As important as keywords are for getting noticed, littering your resume with buzzwords that don’t accurately reflect your work experience may work against you, says Mr. Lanzalotto.

“To o o f t e n , w h a t happens, candidates will muck up a resume by just putting keywords in it, whether they he the skill sets or not,” he says. This trick might get you noticed initially by a puter scanning a resume database, but an experienced recruiter will see through it.

6. Go with a text file.

The keywords you use in your resume won’t help if the resume you submit can’t be read by scanning software.

HTML is easier to read, but the truth is recruiters who use database software request resumes in text form, because databases do better with text than they do with HTML.

也许你曾从朋友、职业顾问那里听到或者从网上看到这样的建议:确保你的简历中含有强有力的关 键 词 .总之,在简历多由计算机扫描以搜寻某些关 键 词 或短语的招聘大环境下,正确的关 键 词 可以让你在成堆的简历中脱颖而出.但是我们该如何使用正确的关 键 词 呢?来读读如下建议.

一、善于将招聘启事提供的信息与自身优势相结合.

你感兴趣的职位的招聘启事是寻求关 键 词 的绝妙之处,杰克·布洛克如是说,他是佛罗里达州西棕榈滩的职业顾问,也是《2500个求职关 键 词 》的联名作者.如果招聘启事要求求职者必须拥有学士学位,那么“学士学位”最好要出现在你的简历里.

布洛克先生同时还建议求职者关注其他公司的同类职位招聘启事,他说每个行业都有自己的业界术语,对大量此类职位招聘启事的熟悉度能够帮助你找出那些出现频率较高的关 键 词 .

二、掌握经典关 键 词 .

尽管许多关 键 词 带有行业特征,布洛克先生说,但是也有一些词对所有公司来说都是重要的衡量标准,包括:“沟通技巧”、“解决问题的能力”、“团队合作”、“领导力”以及“资源优化”等.

三、使用彰显自身价值的词语.

很多简历存在的问题是他们读起来就像是个人自传,布洛克先生说,招聘公司真的不太关注你的生活经历,他们只想知道,雇佣你能否给他们带来价值.这时候就要用上关 键 词 .

布洛克先生建议求职者用引人注目的方式展示诸如“增加生产总值”或“提高生产率”等关 键 词 ,这样无论是计算机或者人眼浏览简历,他们都能脱颖而出.他说,一个准雇主会想在10秒钟之内判断你能给他带来什么价值.

四、行为动词依然重要.

在计算机搜索时,使用名词关 键 词 通常能使你受到关注,但是动词依然很重要,吉姆·兰扎洛托说,他是Yoh Services公司的策略营销副总裁,这是位于费城的一家专业人力资源公司.

“你必须以一种积极、正面的姿态传达你的信息,”他说.使用一些强有力的短语,如“领导团队”或“组建团队”,而不是用“在团队里工作”,这对招聘者会产生微妙但重要的影响.

五、不要过度使用时髦词语.

避免使用那些无法说明你工作经验的时髦词语,和使用关 键 词 同样重要,兰扎洛托先生说.

“经常有这样的情况发生,求职者把大量的关 键 词 堆砌在简历中,不管他们是否真的具有这样的工作能力,”他说.这种小伎俩可能会在计算机的浏览中蒙混过关,但是却无法逃脱经验丰富的招聘者的法眼.

六、准备文本格式的简历.


若你的简历无法被筛选软件识读,那么你所使用的关 键 词 将无济于事. 网页格式的简历较易被识读,但事实上,使用数据库软件的招聘者更喜欢用文本格式,因为比起网页,文本格式更易被数据库处理.

Eileen Stewart: It sounds like resume scanning should be turned into electronic job applications. If the pany wants answers to specific questions, that is the job application format: fill in the blank. Computer filtering of resumes makes all too mon the problem of good applicants being disregarded because the puter didn’t get the right information. At a minimum, a pany should reply with information about how the information in the resume was applied to each category. That way the applicant has a chance to correct misinformation.

Over decades, while wages he been stagnant, job seekers he had to study how to “sell themselves”, prepare answers for all kinds of (possibly irrelevant) questions so they can succeed in an interview, customize their resumes for every job opening and now they he to try to talk to a puter program without knowing how it works. It’s an arms race. Ever get the feeling panies don’t actually WANT to hire anyone What makes them think that the person who knows how to get hired is actually going to be good at the job

Daniel Schultz: I am tired of hearing employers crying that they cannot fill their jobs when they treat applicants in such a shoddy manner.

It is not worthwhile to spend time customizing a resume or cover letter for a particular job posting when that resume or letter will never be read by human eyes.

It is impossible to gain consideration or an interview for a job that is merely similar to a job that you did before, or could learn to do with a little bit of study. Employers will not spend a dime on training of new employees and expect their job applicants to e to them with EXACTLY the required skills that they he identified for that job. If you are lacking even one little skill from their requirements list you are filtered out of the running by their software, which neither understands nor cares.

Human Resources people with humanities degrees are not qualified to understand the words used in an engineer’s resume, which is the reason why they use software to scan for keywords. They he bee the lazy, ignorant gatekeepers who stand between you and the job of your dreams. Humanities majors argue that engineers need to learn “human values”when in fact it is they who are lacking human values.

Sean Harrison: Another classic example of the tail wagging the dog. Here a programmer or coder (Eric) creates a program that reads resumes with no regard for how resumes he been written since the beginning of time and they are written with the intention of a person reading them. Kenexa jumps ahead 20 years and does not allow for a provision for the current formatting of resumes which many people he spent time and money creating. And who would create a program that did not allow for PDFs What other type of file would you use, Word I he seen way more file corruption with files like Word than PDF.