Tulsa Medical Staffing | Are You Ready For The Best of The Best?
You are listening to trinity employments, a player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter. Hi,
welcome to the player matchmaker where we are always trying to find ways to add value to job seekers and employers. And the title of this podcast, it’s really just going to be statistics about interviewing and discussing some of these and why they are and what some of the experiences are that we experienced over here at trinity because we’re interviewing all day long. And um, so anyway, we’re hoping that this adds value to not only job seekers but also employers on, on some of the interesting facets of interviewing, interviewing such an important thing. If you think about it, we’re basically going to spend 40 minutes, we’re going to try to, uh, learn a little bit about one another and then make a life changing decision for both parties and make that life changing decision be based on 40 minutes of hopefully good content and uh, and good planning and a good process for your interviewer from your Tulsa Medical Staffing.
But the reality is, is most people who interviewed do not have a great process and they’re just kind of winging it. And so that’s a, that is a real expensive problem for employers to deal with when you consider the high cost of, uh, a turnover. So, uh, that’s, that’s the, that’s the reason that we’re doing this. And so if you’re struggling to try to find the right person, you might sign and you’re, and you don’t know about your interviewing process, you might feel it easier because you’re going to see a lot of other people are having the same process. We want to invite you real quick before we get started that you can see our content on our website and you can see, you can see it on our podcast dropdown menu for your next Tulsa Medical Staffing services. We’ve got over 60 episodes now, so we would, we’re really, really excited about that and we’d like to invite you to invite anyone else that might be interested in this content, would help them.
We really want to just help people. So, um, Ethan, let’s go ahead and get started with some statistics. So that’s all we’re talking about. I mean basically, usually we kick off with some stats, but kind of this entire segment is all just about, um, a few stats here and there that mainly we just find interesting. I’m the type of person that if you give me any kind of like statistic or random random facts, I just, I love it. I soak it up and, um, if I could replace all the random useless stats or factoids that I have stored in my head and replace it with like, you know, useful knowledge, boy, I’d be a genius. You know, we’re all just trying, I was reading this book the other day, it’s called the law of average and it’s, it’s really, it’s really an interesting topic of God from Harvard.
You know, Ethan’s taken a Harvard class just in case everybody wondering got from Harvard wrote, this thing’s really great. And um, he was talking about how we all just want to see where we rank in the law of averages. And that’s really where statistics come from. Everybody wants to see, all right, so my below average am I above average. You know, and what what he found out is that being Haveril is just absolutely the enemy of being great. Yeah. And, and it’s, and it’s something that we’ve kind of got ingrained in us as probably all worldwide now, but you know, as Americans, we really want to see where we were at on an average scale. But when you measure yourself from that, you really do yours yourself a really big disservice because we’re all so drastically different with some really great gifting and some things that we’re not good at other then find the best Tulsa Medical Staffing.
Sure. And so trying to average yourself out is just such a mistake. But really all of these statistics just keep in mind that’s what we’re doing. Yeah. You know, this very first statistic, just to kick us off, um, you, uh, you have seven seconds to 6.25, 6.25 seconds to, to impress a recruiter. So we’re all asking ourselves, so what, what did I do? You know, how am I a 10? Yeah. And so I mean this whole thing we’re, we’re shooting out lots of different stats and uh, it’s not to like discourage anyone cause some stats like that are discouraging. You know, stat number one is you’ve got 6.25 seconds on average that a recruiter will look at a candidates resume before they decide yes or no on whether or not they want to interview him. And then the next step after that, as Glassdoor says, on average you have 250 applicants for a single job.
So while that sounds discouraging, man, okay, there are 250 people, a 249 other people are being compared to me and in six seconds they’re going to decide whether or not I’m good enough. That’s really discouraging or scary. We’re not trying to do that. We’re just trying to, these are fun stats to, to kind of make you think, is my resume buffed up to the point that I feel confident sending that out? You know my interviewing well enough where I feel confident to do this. So at this, at this first statistic that a is going to look at your resume for an average of 6.25 seconds. You need to remember this when you’re trying to write your resume one, you know, everybody’s going to tell you it’s pretty obvious. You want to try to capture people’s attention and um, I would say you really need to do it at the very top Tulsa Medical Staffing services.
Another very captain obvious, um, observation. But I want to give you a scenario. I’ve used it on this podcast before, but it’s been a long, long time. Um, you want to consider that you’re driving down the highway going 60 or 70 miles an hour and take a look at those billboards as you’re driving by because you’ve got about four or five seconds to take a look at those as well. And I’ve always asked myself, do I understand what it is they’re trying to say? Yeah. And have you ever driven by, by a sign? You’re like, what? What was that? And you’re gone done. You asked it. That’s now here is what is interesting about that. I guarantee you there is a marketing person out there, probably a professional that was dead certain that this is going to communicate really well and this is an expert.
Okay, so you want to remember the, even some really great people can just often miss the mark. Yeah. Now does that mean that person’s a bad marketing person? No, I don’t think it does it all. But on this particular billboard, they obviously did not communicate with you if you didn’t understand it. Well, interviewer or interviewers or recruiters looking at your resume, they’re basically doing the exact same thing. So keep in mind that a billboard mentality that if you can’t get somebody to understand what it is you’re trying to do while driving 60 miles an hour and you’re putting up a billboard, well then you need to rethink it in simplified. Don’t, don’t make it complex. You can have complexity in the bullet points. Make certain that your outline is very easy, simple and clear as to what it is that you’re trying to go after your next Tulsa Medical Staffing today!
And I think that’s some good advice for some people. Yeah, definitely. Just like a billboard. What they want to do is they want to direct your eye to the most important information on the board, um, or direct your eye with a picture on whatever. Maybe you want to do the same thing with your resume. Uh, I always make, obviously I’m going to make the name. If I’m helping someone build a resume, I’m gonna make their name. The biggest thing, I’m not crazy big but big enough. And then I personally, when it comes to the job title, where they worked and dates, they work there. I make them just a little bit bigger than the bullet points cause I want those things to pop first when they glance at a resume saying, oh, that’s what they did and they didn’t for two years. Okay, great. And that’s kind of what draws your eye first, you know, and you want to think of that.
You want to think, am I directing this recruiter’s eyes for 6.25 seconds to the things that I want them to see the most initially? Does that make sense? Yeah, it does. And also with the new digital age, you want to do some research on allowing some of these recruiting machines to flag your resume properly. And so you might want to do some research on that. It how, how can your resume get noticed? Um, you know, by, by a computer or by a machine. And I know that there’s some good research out there on it and so you’ll want to try to come up with a very good compromise between a human being and a computer screening your resume for your next Tulsa Medical Staffing. Um, so hopefully that’s some good ideas for you to be able to capture people’s attention. Real quick, what was the second, uh, what was the second stat your total quick before we move on?
There was another stat that that made me think of. Talentworx did a study saying that, uh, they found that adding industry buzzwords into your resume increases your hire ability by 29%. And I think that’s why because so often, yeah, I mean, whether it be ZipRecruiter, indeed, monster, all these things, people search by keywords. People are looking for specific things. And so having a couple of buzzwords in there, just a few not, you know, not like your entire resume is just buzzwords, but having a few really boost your, your heart ability. I, I didn’t know that, but I mean that kind of makes sense. There’s so many new things that are going on. Our third, our third, uh, statistic is 92% of recruiters use social media to find candidates. That’s probably higher now. So more than nine out of 10 recruiters, you’re going to be looking at your social media profile. Call these guys now for the best Tulsa Medical Staffing solutions.
Oh, oh no. All right. I got mad at Tina the other day and I just really let her have, it reminds me, I had the guy that we interviewed recently and uh, and he, there’s something off about him on our receptionist, our front office administrator, Alexis saw on his Facebook later that day that he, earlier in the day before the interview had posted, I need someone’s medical marijuana card so I can fool this recruiting company that I’m clean. He put it on Facebook right there for the whole world to see. And I’m like, oh buddy, that’s not what you want. So well they have this thing called a website that the federal government makes us double check and not think like you get caught on that buddy. Man, that’s tough. So yeah, 92% of recruiters, they use social media, make sure it’s cleaned up. Obviously don’t like be fake on its, they’ll be yourself, but try to be professional, try to maintain a social media page that really communicates you well as well as your hire ability.
Well, and I listen, I think that there’s some other things that are Kinda, I mean I just think it’s pretty relevant. A lot of people on social media, and I don’t understand this because it just seems like a complete waste of time to me, but that’s just me. I watch more people get into arguments. Yeah. Oh on this platform. Um, you know, and I’ve got, I’ve honestly got to change that. I don’t look at this, I think, but man, I’ve seen a lot of people get into arguments and debates and especially during the political season, I couldn’t believe what I was watching. I was watching really good people, um, lose their sensibility to them in what they were riding. And so I just want to caution you and remind you that everything that you put online, it is going to be there for a very, very, very long time.
And you know, in business they always, they always tell you they’re like listen or, or in HR they’re always saying, listen, every thing that you say expect that someone is recording that. Yeah, just expect it. Talk to other people while you’re on the job as though you are being recorded because you just never know when somebody’s recording you and they could use that against you. Well, same thing on social media. You need to, you need to expect that at some point in time somebody could use that against you and you wouldn’t want, you know, I think if somebody went looked at me online, I just don’t think that I would want them to see this big, huge argument that I have with this one person who was public. You know, about some, something political it, I think it could make you appear to be argumentative.
And I just went a little bit too long on that particular topic. But I think it’s important. It is important and that makes sense. And kind of piggybacking our next, that was kind of piggybacking off of social media, but ab 87% of recruiters use linkedin as part of their hiring process. So a good advice is just think of Linkedin as an extension of your resume. So make it professional, make it look good. Cause people definitely look at it. Yeah. Well the thing is I think a lot of people think that, well people are gonna look at my linkedin account. They’re probably not gonna look at my Facebook account when you want it. It’s very incorrect. You know the, those, your Facebook account is probably just as much. That’s where you’re going to go find the real stuff. They yeah, they look at each for very different reasons.
I look at linkedin because it shows the professional side on candidate and then I look at Facebook cause it shows the personal side of a candidate and both are very, very, very important when it comes to hiring. Actually really interesting to see the difference there. But yeah, I’m going to with me, I’m a number five, 60% of potential candidates have quit a job application process because it was too lengthy. Yeah. And we’ve talked about that before. You and amber, I sat down to apply through one of our application process and you’re like, wow, this is taken way too long. So we revamped it, you know, cut it down and all sorts while we went to a staffing conference and uh, they were talking about social media and they said, hey, why don’t you guys just do something real quick? You don’t go ahead and get on your website and apply for a job and let’s see how long it takes you and they, and so they didn’t tell us anything and they did the two minute thing and at two minutes we had just barely got our name in there and we had a lot more to go.
And when we actually came, when we got back to the hotel room after we actually went through it ourselves and it took us almost 20 minutes to fill that out. All right, listen, not long ago, that would not have been a big deal. Like I’m not kidding you. It would take me at least that to fill it out paper and, but now it’s two minutes. Amen. And so we got ours down to about two minutes and that’s pretty crazy man. So another stat we got, I’m just kind of jumping forward a little bit just so we don’t run out of time, but uh, only 14.9% of hires are made from job board candidates. Most hires like percentage wise, 39.9% are made through employee referrals. So that’s really big. And the big piece of encouragement that goes with that are a big piece of advice that goes with that is don’t rely on just one method during your job hunt.
Um, I mean take to take to job boards, take to places like indeed and monster and zip recruiter also take to Facebook job sites and there are groups looking for faith for jobs on Facebook. We utilize those all the time. Go through Linkedin, talk to everybody in anybody that you know who you think might help you. I mean don’t limit it to just, yeah, I applied for a couple of jobs on indeed and now I’m done. I think that most of America have has a perception that, oh, I’ve got a job opening. Well I just need to go to indeed or one of these job search, you know, career builder monster and I’ll just go post it. And that’s where I’m going to get my candidate and statistics. Listen, this has been a statistic that’s been for going on for 10 15 years that most of your job candidates are going to come through some kind of referral.
Your best job is going to come through some kind of referral. So it goes for both candidates and employers. Just remember that most likely your best source is not what you think of first. And I think you’ll be good. We need to go ahead and wrap this up. We’re out of time. Uh, if trinity can help you out in any way, we would love to please reach out to us. You can go to our website at Trinity, employment.com where you can see a lot of great information about resumes, interviews, and as well as a podcast. And then if a, but if you want to give us a call, it’s (918) 622-2588.