Engineers and CV(s) / Resumé(s)

Engineers and CVs

Author: Mihai Enescu

Institution: Amerom Technology INC

Journal: Research – Open windows to professional people

Date: 05/12/2016

There are around 1 in 10 university graduates who are out there looking for a career in engineering every year, as thus it is important that one becomes aware of the vital skills and the qualities that are required in engineering so as to give themselves a competitive advantage over the other numerous applicants. What is responsible for making the average job searching difficult is the point that one makes no progress each time they make an attempt by submitting applications here and there. On the other hand, when one consistently gets feedbacks and progress as each day they learn something new, it is only a matter of weeks, and they are sure of securing a job despite having to spend a lot of time on the search, it is less frustrating (“How to manage job search frustration – Quora,” n.d.). The focus, therefore, narrows down to the CVs that the applicants do submit.

Applicants in most cases defocus their application since they incorporate a lot of information in their CV to an extent of losing the main points. The main issue as thus is because of the large numbers of applicants yet it is only 10% of the entire sum that has the required talent. The current market, in the field of engineering and programming, is jumbled up with professionals as well as wannabes. What this means is that when they both forward their applications, then the company randomly disposes of half of the applications by luck, there is a high chance that professionals are eliminated for the sake of the wannabes. In such instances, we do not have to blame the recruiters, but rather we need to seek a solution the issue. Their need to come up with a better filter or any other practicable solution that creates the world’s social network dedicated to engineers, IT professionals, network professionals, and other professionals.

To begin with, there are some things that an applicant needs to accomplish so as to see to it that they move from an applicant to an interviewee. An applicant needs to network him or herself by leveraging their social media as well as coming up a personal network. Apart from networking themselves, applicants need to do research on the institution that they are applying to. They need to know more than enough about the organization from their achievements to their shortcomings in equal measure. Subsequently, there is the need to call the recruiter. The reason for this is to build a rapport with the recruiter and acquaint oneself.  One has to follow up on their application after submission (“8 Things You Need To Know About Applicant Tracking Systems – Jobscan Blog,” n.d.). The recruiter needs to understand that you are serious about your application. Above all, an applicant needs not to fully trust the application-tracking-systems (ATS).

Narrowing down to the ATSs, these are applicant’s management systems that are designed to sort, organize and maintain CVs. Other than this, there is a need to understand that ATSs are never programmed as candidate selection tools. Owing to the present as well as the past failures of ATSs to accurately come up with the suitable candidates, they must not be considered as the preference for including or rejecting applicants (Hoffmann, et al. 2007; Faliagka, et al. 2012)

Basically, the Application Tracking Systems enable the recruitment procedure to be streamlined and easy for those recruiting and at the same time they make short the time that it takes for the recruiter to make contact with the applicants who are considered as the best candidates (“Rejection Still Sucks! | Zorha Evans, MS, SPHR, SHRM-SCP | LinkedIn,” n.d.). In most instances, the hiring process is not fully automated, and there are phases where the applicants have to meet their potential employers, for instance for interviews. The ATSs give applicants the chance to score highly on the ATSs before they meet face to face with the recruiters to give them the opportunity to boost their chances. What this means is that applicants need to research jobs and optimize their resumes with keywords way before they apply

The applicant experience right from the start needs to be the vanguard. Hiring institutions constantly lose the chances to land interviews with the qualified candidates that have all their listed preferred requirements owing to the reliance on tools such as ATSs. It is because of such facts that there is a need to develop a system that efficiently clusters and sorts out applications and analyzes them to ensure that the right candidates are called in for interviews and not the wannabes without talent.

References

8 Things You Need To Know About Applicant Tracking Systems – Jobscan Blog. (n.d.). Retrieved from https://www.jobscan.co/blog/8-things-you-need-to-know-about-applicant-tracking-systems/

How to manage job search frustration – Quora. (n.d.). Retrieved from https://www.quora.com/How-do-you-manage-job-search-frustration

Rejection Still Sucks! | Zorha Evans, MS, SPHR, SHRM-SCP | LinkedIn. (n.d.). Retrieved from https://www.linkedin.com/pulse/rejection-still-sucks-zorha-evans-ms-sphr-shrm-scp

Hoffmann, R., Fogarty, J., & Weld, D. S. (2007, October). Assieme: finding and leveraging implicit references in a web search interface for programmers. In Proceedings of the 20th annual ACM symposium on User interface software and technology (pp. 13-22). ACM.

Faliagka, E., Ramantas, K., Tsakalidis, A., & Tzimas, G. (2012, May). Application of machine learning algorithms to an online recruitment system. In Proceedings of international conference on internet and web applications and services.

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