You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the “a” player matchmakers where we’re always trying to find different ways to add value to job seekers and employers. And the topic of this podcast is resumed stats that all GE job seekers should know. Why? Because I think a lot of job seekers are trying to figure out what in the world is going on. Am I sending my resume out to a big dark black hole? Is anybody there? Is this a scam? They had this job opening. What is going on? Do you just not like my resume? What’s, why is no one calling me back? All of these questions come up when job seekers are trying to find the right position, especially when you’re unemployed because it’s such a need to, uh, for income and the hierarchy of needs comes in with our OKC Medical Staffing.
Fear tends to be very present. Ever-present when you, when you don’t know what’s coming there. There was a, I can’t, I can’t remember the author of this quote, but he said, um, fear is one of the strongest emotions that anyone could ever experience and have the strongest emotions of fear. The fear of the unknown is by a country, mile, the highest. And he said it much more eloquently than that, but the fear of the unknown has your brain play tricks with you. And in this situation, the reason that I’m bringing up this entire podcast, to begin with, or this topic is just knowledge gives you power, especially in your thinking at least. And I think that some of these stats might be a resource for peace for many people out there that are looking for jobs. The good thing is though, is that today’s economy is, it is doing well.
It’s a very steady, strong economy. And so there are likely a lot of really great opportunities for a person that has good intentions, great character, and um, the willingness to go out and commit to being the best that they can be in a position, I think. I think that’s, uh, it’s a great time for that. So, um, one of the things, if you’re in the market for a new job, you’re probably aware that your resume might play a huge role and you get the foot in the door, but you’re also probably aware that your resume isn’t a document. You should just throw together real quick and send it out to the same place over and over again or different places all over. Sorry. But it’s rather one that requires a fair amount of thought and effort. And so today I’m going to go through five things that you may not have known about resumes for the best OKC Medical Staffing.
Um, a lot of these statistics are going to come from career builder. And the idea for me behind this is just to help you avoid mistakes that so many, uh, job seekers make. So number one is a good 40% of hiring managers to spend less than a minute reviewing a resume. And I believe that, that, that is likely higher than that because with our new, not our new, but with the system that’s in place, it’s, it’s pretty easy to send your resume out. It’s just clicking, bump, send, go. Maybe you might put a new subject line in there. Hopefully, you do more than that. But that’s what most people do. So there are a, there is a high volume of resumes that are being sent out and of those resumes that are sent out, at least in our situation here at Trinity, I would say roughly eight to 10% of all resumes sent to us are decent qualifying candidates.
So most of the resumes that are seen through, through our lens, um, it, it gonna fall underneath that less than a minute. But so, you know, you’ve just got to consider this one. While you might pour hours into crafting the perfect resume, don’t expect those reading it to give all of their attention to it because this 40 % of office managers, according to career builder, spend less than 60 seconds reviewing the resume each day. Um, and if you think that’s bad, 25%, 25%, not per spent percent according to career builder spend less than 30 seconds. So the takeaway here that you’ve got to think about is you’ve got, you get just a brief chance to make a good first impression. I tell people this, that it is very similar to a, uh, a board of, what would you say? Like one of them, one of the roadsides, uh, uh, big boards that are alongside highways. So as you’re driving by there, um, you’re going 60 miles an hour and you’re, Oh, you only have just a short amount of time to read what is on the board. Um, but have you, have you ever seen one of these signs on the outside of the highway and you’re trying to read it, but there’s just too much there and you really can’t figure out what, what did that say?
I’ve done that a lot or especially those, do you know what I’m talking about when they, now it’s digital and so they’re going to, they’re going to blast three or four different messages up there. And so you haven’t even had a chance to read it yet and it goes off your resumes. Very similar to that. It’s, it’s going by quickly. So what I want to suggest to you is at the very top of your resume, make it very clear what you’re looking for. Make it very clear the highlights of your resume. You might create those highlights based specifically on, uh, the transition skills or the skills that you have that have been listed in the job description. Make sure those are at the top, but you want to highlight those major accomplishments also that you have rather than bury them and try not to use hard numbers, you know, think, think increased sales by 30%.
Um, that’s, that’s easy to spot read and understand just to make sure your resume is also visually appealing and that that means avoiding like hard to read fonts and going overboard with the design. So you’ve got to be careful with that. If you’re gonna use a Tallakson boldface ma, make sure that you are making it easier to distinguish a title versus, um, a regular language so that it’s easier to read an outline form. Those are some things that you might consider. Number two, statistic from career builder is a whopping 75% of human resources managers have caught a lie on a resume. What are you kidding? I would say it’s gotta be 100%. I don’t know how only 75% of human resources managers have caught a and resume. It is, it is an epidemic with a good OKC Medical Staffing.
in our country to oversell. You know, I was, I was having a meeting just, uh, yesterday with, uh, with, uh, a potential new client, which I think we’re going to get their business. And what I found was, is that they were frustrated because the staffing service was overselling the resume and some of the stuff that was, that they put on the resume, they, they, they, uh, made every resume to look the same and, and then manufactured some, some items in there to try to sell the candidate well. But in many cases, it’s oversold. It oversold the candidate. And so it wasn’t a realistic, um, explanation of what that person understood how to do. And they didn’t realize that until they got into the workforce or on the job. And so, listen, this is an epidemic I strongly suggest to candidates do not lie on your resume.
If you get a good company with a good recruiter, they’re going to find it out. So flat out lying, it’s just a major, no, no. So rather than misrepresent your education or experience focused on the things that make you a strong candidate for jobs that you’re applying to, um, you know, or you can just try to tweak your resume each time you send it out to make sure that it’s catered to that position, though that’s a better way of handling that. Number three, an unprofessional email address is a major concern for 35% of employers. I get that. Some of the unprofessional emails were nuts. So, just, just get a, get a professional email. Um, you, you don’t want that to happen in 35%. I think that number is probably accurate. An estimated 77% of the hiring managers immediately disqualify resumes because of grammatical mistakes or tacos.
Listen, we have had Holy grail candidates that had a typo on the resume. And listen, there weren’t very many people with this kind of talent or skill. And I’ve had managers completely, uh, just disregard the candidate I in that at times thought it was a mistake because I was like, listen, man, I understand why you’re concerned about that. But based on the skill set you’re looking for, there’s like three people in Tulsa that know how to do this. You might want to reconsider. And they’re like, Nope, no grammatical errors. So be careful with that. Um, have three or four competent people that you think are smarter than you, read over your resume. Number five, last one here, and then we’ll wrap up a resume that’s longer than two pages is a deal-breaker for 17% of managers. Um, if you’ve got an extensive work history, it’s natural to want to share it with prospective employers, but make sure that it’s not just over the top with too much information on there so that, uh, it just makes it not readable.
Um, you know, I, I love, I love helping people lead to success and some of these, uh, some of these statistics will help you to understand some of the frustrations, concerns, um, that hiring managers to have. I hope that it’s been enabled for you. Please give Trinity a call if we can help you in any way, shape or form. We are a staffing firm that’s in Tulsa, Oklahoma. We’ve gotta be one of, well, we are one of the top staffing firms in this state for sure. Um, we’ve, we’ve been nominated by an awarded, um, out of ink magazine. We just got a new award, um, rated the top three staffing firms in Oklahoma. Super, super proud of this. Please give us a call. We would love to show you how we treat people as a staffing firm. Our number is (918) 622-2588 or you can visit us email@example.com
you are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the A-player matchmakers.
Always trying to find different ways to add value to job seekers and employers and this particular topic is going to be for both. One thing that I have noticed throughout all of the employers, employees, business owners, is that oftentimes it is so easy for us to get take on activities, put things on our calendar, take on tasks that are completely and totally outside of our design. What’s our design? Well, I’m glad you asked. There are 360 degrees in a circle and because we live in America, we can go do things in any direction that we want. It’s awesome. The freedom to be able to do that is amazing.
but the oppression that comes to those that take on tasks that are not in their wheelhouse of gifting. And when they get done with those particular tasks, it’s a drain on them. People that operate doing too many things that are outside of their particular design, it drains them. So this is the idea. If you can begin to understand your God-given abilities, things that when you do them, it is easy. It doesn’t stress you out. It energizes you. And when you do this particular thing, everything just seems to fall together because it’s so natural for you. I want to, I want to present an idea to you. Um, uh, starting a quote by Albert Einstein, he said everyone is a genius. But if you judge a fish by its ability to climb a tree, it will live its entire life believing that it’s stupid.
So interrelation. If you begin taking on tasks that are not things that you’re naturally good at or energize you, it’s very easy for you to never be successful. Work harder than anyone else and never understand why you can’t ever grab any traction.
But one of the interesting things is that I have studied successful people ever since I can remember. I’ve just always had a natural interest in it. And one of the things that I’ve noticed in every successful person that I’ve studied, or you wouldn’t believe the people that I get to be around, I get to be around some of the most successful people and not, Oh, not a ton, but I’m invited into the circle now. I once, I wasn’t for a long, long period, but now I’m getting invited to the circle and I’m learning more and more and more. And one of the things that I’ve learned that is in common with, with every super successful person that I’ve had the pleasure of getting to know and become very good friends with, is that they are very, they have a clear vision on what their particular design is and that that is a good solid definition of what they should say yes to and what they should say no to. They say yes to only those things that energize them that they are naturally good at and when they, they just enjoy the roles that they play when they’re doing these things. They are very intuitive about what they liked and what they didn’t like in their past and they make decisions based on it every day.
So I’ve got a, I’ve got a, a, an analogy for you. Um, let’s, let’s just call this the Elon Musk verse Tom Brady a story. What if Tom Brady with all of his Superbowl ring spent his entire time trying to be the next tech giant or inventor or founder?
Tom Brady has 14 probes. He’s a three-time all-pro six Superbowl championship rings. He’s six-four 225 pounds, net worth 580 million. And he spent all of his money hiring consultants to become the next tech giant. What do you think would probably happen to him? I think he would probably spend a ridiculous amount of time and energy the same amount he spent on being a quarterback and he’s got all the effort going into something that he will be marginally successful at and he will be frustrated the whole time scratching his head going, how in the world? Why in the world am I not successful? I’m trying harder than anyone else. Well, he’s not in particular design. This dude is supposed to be a quarterback, not a tech giant. All right, but what if we did this? He said the same thing about Elon Musk. What if Elon Musk spent all of his time trying to be the next NFL star?
Elon Musk, a pretty successful guy. He’d probably put a lot of effort into it. He’s a founding member of PayPal, a founding member of solar city. I just went to NASA and saw his entire space program, which it looks like NASA is going to allow him to take astronauts into space. He’s the CEO of Tesla, six foot two 186 pounds net worth 20.2 Bubba billion. What if he spent all of like some time in a ton of effort, hiring the best consultants to be the next quarterback. Same thing. I think he’s only going to be marginally successful. And that’s with putting all of the efforts into it. And in his journey, he would be frustrated and he had no idea of why in the world is, are things not working out for me. See, we’ve got very successful people to successful people, but completely different designs.
Okay they operate, they were smart enough to find that design and spend all of their effort and energy in that area. See the top successful people, they spend 80% of their time at least operating in their particular design. Yeah. So you’ve got to have a clear vision of who you are and what you want to become. And if you don’t, you’re going to start saying yes to a lot of things. You should say no to a quote by pastor Craig Rochelle a long time ago. Uh, he said, you must say no to grow. I remember a Warren buffet saying, listen, I say no to almost everything, almost everything. But he has a clear definition of what he says yes to.
So how, how did this happen for me? I, I, I began to learn this process and um, I got to a place where I was saying yes to everything. None of the things. Well, very few of the things I said yes to were in my particular design and my mentor David, even Eden’s, he’s always told me, listen, you make decisions based on one or two things, pain or pleasure. Well, I got to a pain point that was so severe that I knew I had to change. And that is where I began to learn how important it was to understand what, what my design was. The way that people break it down is, um, and my good friend, uh, um, who wrote the one degree, um, he, he breaks things down in between greens and, and reds. Dave Jewitt is his name. I had a brain fart there.
Greens are abilities that you love to use. They naturally energize you. They give you a deep sense of satisfaction. You enjoy the results that they produce. You feel great when you get done doing your greens, yellows or abilities that you are very capable of doing. But they do not energize you at all. They’re neutral. They don’t, they don’t increase you. They do not decrease you. It’s just a neutral thing. Reds are abilities that you can use, but they drain you. You tend to procrastinate these abilities. You don’t want to do them. It’s the last thing on your agenda that you have that you want to do and you feel horrible. You feel just a pleaded. When you get done with these, it’d be like me sitting in front of an Excel spreadsheet all day. I would feel depleted. Ugh.
But you’ve got to become, to be, to learn how to be very intentional, to begin to learn about who you are. And it’s very difficult to try to teach you how to learn this. But you can begin assessing every activity that you do in and labeling it red, green, or yellow. And if you take a look at your calendar over the next two months, write down all of the events and rate it red, green, or yellow. And ask yourself, should, can, can I delegate this item? If I can’t delegate it, um, well then, or if you can delegate it, who should you delegate it to? And when assessing your calendar should give you a general idea of your design. And if you begin to intentionally think about how you feel, feel after each activity, you can begin to develop a definition of what you say yes to and what you say no to. How to choose the right job, how to develop helpful information to share with your manager about what energizes you and what drains you. Cause we don’t want someone to wake up one day completely drained in a good job but not realizing you need a good OKC Medical Staffing.
yeah, that you just don’t like life because you spend most of your time doing things that do not energize you at all. So in this next podcast, I’m going to begin to show you how you can begin to change and think about how you do this. I’m a reference point for you. Is your one degree.com. Uh, Dave Jewitt is the author of this curriculum. I know him personally. He is sent this to people all over the country and all of the world and him, he’s just a mentor to some of the most successful people that I’ve ever heard of before and I think that he’s great. If Trinity can help you out in any way, shape or form, please give us a firstname.lastname@example.org.
Now you are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter
Hello and welcome back to the player matchmakers where we’re always trying to find different ways to add value to job seekers and employers alike. The particular title of this podcast is going to be for your employees and it’s called how to write a resume to beat the robots. Why would I say robots? Are robots checking things out? Well, kind of with the bigger companies probably. Um, you know a lot of people have spent hours looking at resume writing advice. What’s funny to me is that when you ask the advice of some employer on resume writing or anything about resumes, I am blown away that everyone has their own opinion. Like there are very few people that you hear, even professionals that just agree with our OKC Medical Staffing.
So trying to suffice everyone, be careful when you ask for advice. Uh, you just never know where someone’s gonna go. Even some, even some great professionals. Um, and so you might want to take a general approach to that, but you’re going to spend hours trying to get it right. Um, and when you send it to potential employers, you never hear anything back. Why does that sound familiar? Most likely your resume is not going to a hiring manager, to begin with, it. It may have gotten blocked by a lot of these robots that are out there. Um, and they’re, they’re going to be in applicant tracking systems, which we’re going to call ATSs. But, um, the applicant tracking system can sometimes just, depending on how you have your resume set up, just put you in the big dark black coal and reformatting your resume to please this software.
It may just be a good idea for you. And so that’s what we’re going to be talking about. So what’s an applicant tracking system? It’s a kind of software that recruiters and employers use during the hiring process. It collects sorts, scans, ranks, job applicants for open positions. And today, according to uh, according to let’s see here, inc magazine, um, 98% of fortune 500 companies rely on ATS software to help them streamline recruitment processes. And it began as a recruitment solution for large employers and it turned into a commonplace tool for all companies of shapes and sizes and applicant tracking systems break down the content of a resume into categories and then they scan for specific keywords to decide on whether it should be transferred on to the hiring manager to radically reduce the amount of time a hiring manager is spent reading resumes that they have no business reading because they weren’t a good fit, which by the way, I think that roughly 75% of resumes submitted for almost every position.
75% are not a good use of the recruiter’s time. And we S we deal with that here we have some somewhat of an applicant tracking system, but we do not. We want every, we want human beings placing eyes on them because we strongly believe in the, uh, the ability to find someone that would be a good job transition and we find really great career opportunities for people that they never would’ve thought of otherwise. And had we had the applicant tracking system, uh, make our decisions for us, we would never be able to do, use our discernment to help people get to a place that they never would have gotten without, uh, some of our talents. So that’s what, that’s why we do this. So how do you write an applicant tracking system? ATS friendly resume? Um, you’re going to want to first select the right file.
Type a PDF is generally, um, you know, it’s, it’s not an ATS friendly file type because it’s a picture. So you’re going to prefer to upload your resume in a word document, uh, or a. Dot doc. Dot. Doc CX format. Um, plain text files also are very easy for them to read. Believe it or not, it doesn’t look very great. So I would, I would suggest you leave it in word a or a document or a dot doc, uh, format if possible. Um, but the problem with like a plain text file is once it gets sent to the human being, the human being is going to be like every human being on the planet. I mean, people make judgments based on appearance. There’s do, um, and they, they will and, and it’s not going to stop. It started thousands and thousands of years ago and it’s still going to be present.
Uh, as long as the future is, as long as this world’s running. So you want to optimize your resume with keywords. And I had a really, I had a good friend, um, bring up a really great idea for me on this heat. This guy is like a LinkedIn genius, spins all of his time on LinkedIn. I used to speak for Sherm on how to use LinkedIn until it became more of a mainstream. But he said one of the ways that you can get into an applicant tracking system and even use it on LinkedIn is to slow, is to reduce the size of your letters to as small as word. We’ll let you take it and then type every keyword you can think of in just one line and have that one line go across the page and make it look like align. Because if the font size is so small that there’s no way you could read it, it actually will look like a line and you’ll trick the robot or the applicant tracking system in into thinking, well, those are keywords in your resume because it’s not going to see how small the font is.
It’s going to see what is being said. So it’s actually going to read the keywords and it, but it looks like it’s aligned in your resume. I thought that was a very creative way. Another thing that, uh, they suggested that he suggested. He told me that a friend of his had the idea that you would literally, um, make the font white and in the white space of the resume, um, put little text boxes with all your keywords in it so that when they printed out, they’re not going to see anything and it’s not going to make it look weird, but you’re going to have, you can put literal your keywords all over that place and the applicant tracking system, it’s not going to, um, decipher whether it’s in white. The font was a white font. It’s just going to see it as an numerical, you know, it’s numbers, ones and zeros.
So anyway, um, I thought those were some really great ideas. But keywords, um, you can also strategically put them through the resume so that you get the hiring manager to start looking, uh, get the idea about you. So keywords, highlight your skills and experience from over the years. Um, and it did. And it really helps define whether or not you make a good candidate for the position. Um, if you’re not sure which keywords to use, start by using three to five job postings for roles that interest you. And take a look at some of the common keywords in, uh, uh, play some of those job descriptions into a word cloud generator such as, uh, you know, uh, this particular article suggest wordy and it helps spot words that are appear most frequently and then start realizing, Oh, well these are some of the action words that catch people’s attention.
Um, the sec, the next thing is, is you can use a simple clean resume design. Um, when it comes to resume design, less is more complex designs usually create just chaos. And especially when you’re getting your resume read, uh, by such a small, I mean it says that, um, 40% of hiring managers spend less than a minute reviewing your resume according to career builder. And if you think that’s bad, 25% spend less than 30 seconds. So having a complex resume format is really not going to be in your benefit there. Um, and they can annoy recruiters when it’s complex, uh, who can’t do their really quick scan of your resume. Most resumes fall into one of three categories. Functional, chronological, or hybrid OKC Medical Staffing services.
Functional resumes focus on your skills, qualifications, and the in chronological ones. Focus on your work history. I will tell you a functional style resume makes me think you’re trying to hide something, but if you ask someone else, they’re there, they’re going to have a different opinion. Opinions of resumes are just all over the place and everyone’s got one. Um, most applicant tracking systems do a better job at reading and interpreting chronological or hybrid resumes though this is because they rely on chronological data to parse the document. And so that helps you a lot when you’re formatting it. Not all applicant, a applicant tracking systems are able to read and parse information stored in the header and the footer. So make sure that you’re not putting in the header or the footer, all of your action words. So it’s better to put your most important details such as contact information and everything else outside of the header or footer.
Um, bullet points are great for highlighting your accomplishments and qualifications. However, if you use an elaborate symbol, it really throws off the applicant tracking system. Um, you know, stick to the most simple bullet points so it doesn’t throw them off. And lastly, your resume, um, you can test your resume for ATS. There’s a quick and easy way to determine if your resume’s compatible with an applicant tracking system. Just copy the content of your resume and paste it into a plain text document and review the results. If the plain text version is missing details from your original resume or it has characters saved incorrectly correctly, or just looks all scrambled, um, that’s probably going to be your best bet. So you can beat the robots if you follow these tips. Um, uh, your resume is sure to fall into the right hands if you are sending it for the right position.
I think this is helpful for a lot of people because good grief, trying to figure out all the new disruptors in our field is difficult. And as a staffing firm, we’re always trying to do the best that we can to help other people out. That’s what we want to do. We want to be a staffing firm that genuinely helps and adds value to people, and I hope that you found that this is valuable if Trinity can help you in any way, shape, or form with your job search. We are a staffing firm that really, truly cares about not just our customers, but also our employees. And you can read on our Google reviews any time about how we take care of our employees. Please visit us online at trinityemployment.com or you can give us call at (918) 622-2588.