John Christensen
speaker
64 appearances
1 recordings
1 series
first heard Mar 2019
last heard Mar 2019
John Christensen’s voice in public audio — every appearance, attributed to the second.
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Appearances
Make sure that the resume is hitting on those keyword items.
So does somebody want someone competent in some very specific software, right?
Is it, I'm looking for somebody who has experience in Python.
Well, make sure you say that I work in Python, right?
In data analytics and the like.
Somebody might have something specific, like I see a lot of times, multiple regression, econometric modeling, cluster analysis.
They could say, you could say, I have proficiencies in statistical modeling, but it's not speaking directly to what they know they want, which is these three or four specific areas of statistical modeling, because they know that's what they use.
So if it's in that job posting that they're looking for, you want to make sure that you're getting your resume tailored to speak specifically to those tags that they're looking for.
And, you know, something that just occurred to me kind of in the midst of
of where you're coming with that question.
A lot of folks in HR and hiring managers, they think they know what they want, but now that you're kind of setting tags and keywords and those things to actually go through search and applicant tracking, you might miss some things that you weren't even thinking about, right?
That someone's resume might pop out to you and say, wow, I wasn't even thinking that I would need that for this specific role because I had never seen anybody with that type of,
experience like so let's say somebody on their resume says I manage some massive project some massive software integration from end to end right and it's and it's a job in project management well I never thought about how somebody like initiates a project and then carries it all the way through the lifecycle to the completion and then integration I didn't really think about how important that really was to what we're trying to do here at this company so you're gonna miss out on on some of those possibilities and also
I would add to some of the folks that have maybe more unique skills that you're not quite thinking about that you wouldn't ordinarily think would be relevant, but might inspire some thought you're going to miss out on those things.
So you're really what the machine's doing is it's kind of standardizing that job and it's making some pretty heavy assumptions that the hiring manager or the HR or the partnership between
Those parties really know exactly what they want.
So you've got the benefit that it is doing a lot of work that taking out of the rigor that the HR folks go through.
But at the same time, the backlash is you're missing out on some potential things that you're not thinking about.
Absolutely.
There are kind of more or less four big clues, right?
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