Its not the fault of any HR or recruiter when you apply for jobs and you dont get called.
When you arqe tasked as a recruiter to get candidates for a role you will understand the pressure these folks go through to:
a Deliver the best candidate.
b Ensure its someone that won’t quit after a month.
c Recruit someone with the right values and attitude. etc
Remember, HR folks have KPIs too and their reliability is constantly put to test whenever they are asked to recruit.
Hence, the need to use the right assessment tools and judge candidates using the right methods.
To make this interesting, I shall share just a tip and throw open the floor for questions.
The foundation for all and any tip is one (1) and that is To Follow Instructions
The first method I personally use to discard candidates is to scan for those who did not follow instructions.
This is one red flag for me that this person is not attentive, not detailed, not teachable and would likely create more problems.
# If you are asked to make the subject a certain way then please do.
# If you are asked to attach certain files please do.
# If you are asked to write your letter in the body of the mail then dont attach.
So once we learn the importance of instructions, we are half-half-way towards having a better chance of being called or invited.
Some of these HR software’s have the possibility of discarding applications and CVs that do not match the job profile or did not follow the instructions as specified.
Its just a matter of commands.
Practically something like;
That’s just an example.
So for any organization that has a robust HR platform, your CV gets discarded once it fails the instruction test.
For me at work, I use “labels” etc because we are not that sophisticated.
So we are clear on why that’s important.
Next time you want to apply for that job, dont rush. Spend 5 minutes looking through for specific instructions.
Bind and cast the adrenaline pushing you to forward your CV from your past sent items.
Next thing you want to do is having the right qualifications and experience.If its a graduate trainee role, then you need the right CV and the right application letter.
You need to be able to convey passion via your letters
I will give an example; Dear Hiring Manager,
My name is Linda and I am excited to know that you are currently recruiting for the role of a human resource officer.
I recently graduated with a second class lower division from the University of Lagos and I am passionate about human resources.
To further buttress my passion for human resources, I have just registered for CIPM and I will be writing my examination in August.
I look forward to speaking with you to discuss the many things I believe I can do differently if given the opportunity to join your company.
What this letter conveys is someone who is not experienced but of someone who is passionate and that is taking steps to become one.
It shows that you are not expecting the job to be a gift but that you are also ready to prove your worth.
Trust me, if I see such a letter, I would want to speak with this candidate.
What does s/he want to do differently if given the opportunity? Im interested.
For your CVs and resumes ;
There is no best format.
There is no “one size fits all”.
But a good CV for me must have the following:
1. The first words after your name should be something catchy. That’s the first part HR folks look at. That first paragraph
2. There must be clarity of purpose and that’s why its important to always tweak CVs for different roles.
Some CVs have accountant, welder, teacher all together in one CV.
3. CV must be clear and neatly arranged.
4. More importantly, it must have a list of achievements or tasks completed, project done, leadership roles taken as the case may be.
Hope its useful.