1
Nicole Duhoski, founding partner of Chicago-based social-media strategy and public relations firm VineSprout (http://vinesprout.com), says anyone with access to the Internet can make the most of their job search by being smart about social media. Here are her tips for using key words in online profiles, downloading search tools, understanding how to use hashtags and keeping online resumes and other information constantly updated.
“If you spend a bit more time upfront and create solid resources online and thorough social media profiles, you can sit back and let Twitter, Google, recruiters and online connections do all the work for you,” Duhoski says.
• Build and develop a personal and professional online brand that reflects your skills, background, passions, experience, and personality. You don’t have to hide your identity or your personality just because you are job searching. Being a real person online and having a strong and consistent presence across all networks helps recruiters get to know you, and sets you apart from a list of names and resumes.
• Use the same picture across your networks to help with recognition. Create a vanity URL for Facebook, LinkedIn and other networks. (i.e. facebook.com/nduhoski; linkedin.com/nduhoski)
• Do not be shy about telling your online network that you are looking for a new opportunity, and remind them often. Do not try to hide that fact that you are unemployed and in search of a job online.
• Most jobs are found through networking and some of the best jobs are never posted on job boards.
• Create a simple, concise, easy to understand, 30-second job pitch and memorize it. Include it in your Twitter bio, your LinkedIn profile, Facebook and any other social network that you are on. Use it at networking events.
• Reach out to all friends, family and professional contacts and let everyone know that you are looking for a job. When people know exactly what you’re looking for, they are more likely to help you and to refer you to their network. Provide them with titles and descriptions and point them to your LinkedIn profile, or personal website with your resume.
• Attend as many networking events as possible. There is no shortage in Chicago. Conferences, local seminars, tweetups, social media/marketing/publicity clubs. Volunteer to work registration and you’ll have an opportunity to meet most of the attendees. Connect on LinkedIn within 24 hours.
• If you really want to get creative, Facebook ads, Facebook pages and video resumes, are some of the newer tools people are using to get noticed and stand out from the sea of resumes.
LinkedIn
• Make sure that your profile is updated, and continue to update it regularly to reflect any changes.
• Write your resume/LinkedIn profile for the job you want, not just the job(s) you’ve had. Include keywords that are relevant to the type of job that you are searching for.
• LinkedIn, like most social networks is constantly evolving. Log-in daily and stay abreast of changes to the functionality and features offered.
• Optimize your LinkedIn profile to let recruiters find you. Think about the top three to four keywords that you use to search for jobs, and make sure that they are included in your profile.
• Monitor how often your profile appears in searches and how many people are viewing your profile.
• Update your status and make changes and updates to your profile to stay current in the feeds of your connections. Try changing your headline often to see what works best and what keywords attract more views.
• Upload your resume and portfolio using Box.net.
• Use LinkedIn’s Advanced Job Search — Use the “Request Referral” button to find people in your network who know and can connect you to the contact that posted the job listing on LinkedIn.
• Use LinkedIn ‘Groups’ and ‘Answers’ to network and demonstrate your expertise in your field.
• Download the ‘JobsInsider toolbar’ so that you can see if you or any of your LinkedIn contacts are connected to a particular company when you are viewing external job listings on other sites.
• Be reachable. Make sure to include your personal contact information (email address, phone number and URLs for relevant social networks) on your resume, business cards and in your email signature. It sounds silly, but a lot of people forget to include their phone number or have outdated email addresses on important networks where people expect to be able to connect like LinkedIn or Facebook.
Twitter:
• Search Twitter for job openings. Search by location, job titles, company names, or hashtags such as #jobs, #job, #jobsearch #jobseeker #career. Monitor keywords that relate to the jobs that you are applying to as well as words like opening, position, etc.
• Follow relevant recruiters and people working in your industry, and people that have your dream job.
• Follow the brands and businesses that you have an interest in working for. Companies often have HR specific handles that are used to announce job openings.
• Use TwitJobSearch: a job search engine for Twitter that aggregates job listings and posts on Twitter.
Google Alerts:
• Set up Google Alerts to help you monitor job leads that never appear on major job boards. Test what works best by starting with a broad search string, and then play with your keywords and narrow your search until your results are completely relevant.
o (Chicago AND marketing) AND (manager OR director) AND (position OR listing OR job)
• Set up a Google alert for your own name to monitor your personal brand.
1
Saturday, December 31, 2011
Thursday, December 8, 2011
Tempted to Lie on Your Resume? Think Twice.
1
According to a survey done by Forensic Psychology, 31 percent reported lying on a resume. Barbara Safani, writing for AOL Jobs reports that research culled by Jobacle suggests that the number may be as high as 43 percent; the breakdown of resume fibs looks like this:
1. Salary (27 percent) - Many job seekers think this is an easy lie to pull off. But more and more employers are requesting to see previous W2 statements as a contingency of employment, so lying about salary can get dicey very quickly.
2. Credentials (12 percent) - Some job seekers "obtain" a degree through a diploma mill, while others just fabricate a degree and hope no one will check its authenticity. There are many stories of people who lied on a resume by falsifying information about their education and got caught. So will you. Most employers routinely check education credentials.
3. Job performance (15 percent) - It can be tempting to embellish results on a resume. Writing that you cut operational costs by 50 percent or saved the organization millions of dollars is only appropriate when you have the facts to back your claims up. Some hiring managers will challenge the statistics you mention on your resume, so be prepared to back up any statements with proof of performance.
4. Job responsibilities (19 percent) - Some job seekers stretch the truth and claim they played a larger role on a project than they actually did or that they held responsibilities that in fact were the responsibilities of their superior. The holes in this fib may quickly be revealed when a prospective hiring manager chats with your supervisor as part of the reference checking process and realizes that you and your past supervisor viewed your role differently.
5. Job skills (17 percent) - If you took a one-day PowerPoint class in 1999 and never developed a PowerPoint presentation in any of your jobs, can you list it as a job skill? Not really, but a lot of people do just that. Claiming you have a skill that you don't will be easily spotted once you are on the job and lack of a critical skill could lead to dismissal, so resist the urge to claim you have skills that you do not.
The bottom line, Safani says, is that most people who lie on their resumes eventually get caught. Lying on a resume is a lousy career management strategy. Stick with the facts and strive to present those facts in the best possible light without embellishing the truth. In the long run, you will secure a position that you are better suited for and more likely to succeed in.
1
According to a survey done by Forensic Psychology, 31 percent reported lying on a resume. Barbara Safani, writing for AOL Jobs reports that research culled by Jobacle suggests that the number may be as high as 43 percent; the breakdown of resume fibs looks like this:
1. Salary (27 percent) - Many job seekers think this is an easy lie to pull off. But more and more employers are requesting to see previous W2 statements as a contingency of employment, so lying about salary can get dicey very quickly.
2. Credentials (12 percent) - Some job seekers "obtain" a degree through a diploma mill, while others just fabricate a degree and hope no one will check its authenticity. There are many stories of people who lied on a resume by falsifying information about their education and got caught. So will you. Most employers routinely check education credentials.
3. Job performance (15 percent) - It can be tempting to embellish results on a resume. Writing that you cut operational costs by 50 percent or saved the organization millions of dollars is only appropriate when you have the facts to back your claims up. Some hiring managers will challenge the statistics you mention on your resume, so be prepared to back up any statements with proof of performance.
4. Job responsibilities (19 percent) - Some job seekers stretch the truth and claim they played a larger role on a project than they actually did or that they held responsibilities that in fact were the responsibilities of their superior. The holes in this fib may quickly be revealed when a prospective hiring manager chats with your supervisor as part of the reference checking process and realizes that you and your past supervisor viewed your role differently.
5. Job skills (17 percent) - If you took a one-day PowerPoint class in 1999 and never developed a PowerPoint presentation in any of your jobs, can you list it as a job skill? Not really, but a lot of people do just that. Claiming you have a skill that you don't will be easily spotted once you are on the job and lack of a critical skill could lead to dismissal, so resist the urge to claim you have skills that you do not.
The bottom line, Safani says, is that most people who lie on their resumes eventually get caught. Lying on a resume is a lousy career management strategy. Stick with the facts and strive to present those facts in the best possible light without embellishing the truth. In the long run, you will secure a position that you are better suited for and more likely to succeed in.
1
Tuesday, October 4, 2011
Time to Re-Start the Job Hunt
1
We've seen the headlines. Strong job-growth numbers in February and a slight dip in unemployment should encourage people to restart the job search — especially in the temporary job market. The unemployment rate fell to 8.9%, as the private sector added 222,000 jobs, according to today’s report from the Bureau of Labor Statistics.
According to Market Watch, temporary jobs, in particular, are a good place to gain a toehold in the workforce, experts said. Of the 222,000 private sector jobs added in February, 15,500 were temporary, according to Jodi Chavez, senior vice president for Accounting Principles, a division of Adecco, a human resources firm.
When the economy starts to bounce back, temporary staffing firms are among the first to hire, said Chavez. Many companies are still “a little gun-shy” to sign on full-time employees, she added.
There should be other job opportunities for workers outside of temporary staffing because of the rejuvenated labor economy. People looking for work should check in with previous employers and with companies they have interviewed with in the past year or two. If they weren’t hiring last year, they may be hiring now.
It isn't going to hurt to let a previous employer know that you’re very interested in working with them and you’d like to come back.
1
We've seen the headlines. Strong job-growth numbers in February and a slight dip in unemployment should encourage people to restart the job search — especially in the temporary job market. The unemployment rate fell to 8.9%, as the private sector added 222,000 jobs, according to today’s report from the Bureau of Labor Statistics.
According to Market Watch, temporary jobs, in particular, are a good place to gain a toehold in the workforce, experts said. Of the 222,000 private sector jobs added in February, 15,500 were temporary, according to Jodi Chavez, senior vice president for Accounting Principles, a division of Adecco, a human resources firm.
When the economy starts to bounce back, temporary staffing firms are among the first to hire, said Chavez. Many companies are still “a little gun-shy” to sign on full-time employees, she added.
There should be other job opportunities for workers outside of temporary staffing because of the rejuvenated labor economy. People looking for work should check in with previous employers and with companies they have interviewed with in the past year or two. If they weren’t hiring last year, they may be hiring now.
It isn't going to hurt to let a previous employer know that you’re very interested in working with them and you’d like to come back.
1
Wednesday, August 17, 2011
Nine Worst Résumé Mistakes
1
In a recent article on AOL Jobs by Penelope Patsuris, she examines nine items every job seeker should consider when putting together their by résumé.
1. Heavy résumé paper, elaborate design and other embellishments help job seekers stand out. For years, expensive résumé paper was required by any candidate wishing to be taken seriously--but this point is now moot since human resources prefer electronic submissions. "We don't like to get paper of any kind," says Doreen Collins, a manager for global staffing quality initiatives at General Electric, "and if we do get hard copies we just scan them into the system." That's because GE, like most companies, uses an electronic résumé management system to sort through prospective hires. As for eye-catching design and graphics: do without them. Such ornamentation only makes your résumé more difficult to read for a hiring manager who has hundreds of others applicants to sift through. The harder you make it for someone to discern your qualifications, the less likely it is that you'll be deemed qualified. And in this electronic age, curlicues put you at a further disadvantage. "We get a lot of résumés with graphic files, fancy fonts, even banners," says Collins, "but the electronic system rejects them." Hi-tech attention-getting can actually take applicants out of the running altogether.
2. Include an objective at the top of your résumé. Bad idea says Peri Hansen, a principal with recruiting firm Korn/Ferry. "It's the fastest way to pigeon-hole yourself," she says. Specify "Asset Manager" and you may not even be considered for "Financial Planner." "The one exception may be if you're trying to transition from one career into something very different," says Hansen. "An objective explains why your experience doesn't obviously apply to the opening."
A much better idea: Identify your goals in the cover letter so they can be tailored to each position you apply for. And yes, despite the convenience and speed of e-mailing a résumé, cover letters are still very much required. "When you only get a résumé, you worry that someone's just sitting on Monster.com hitting the 'send' button," says GE's Collins, "without any serious interest in the job."
3. Including a paragraph summarizing your skills. If you need to summarize your skills at the end of your résumé, then you either have one very poorly written résumé or you are being redundant. Neither of these things appeal to employers. "Any skills or expertise you have should be addressed in the accomplishments you list at the jobs you've held," says Hansen.
4. A "functional" résumé will do a better job of highlighting your unique skills and expertise than one that simply lists your positions in chronological order. Functional résumés--which detail skills instead of listing positions--won't help manipulate how prospective employers perceive you. "People use them to hide a gap in their employment," says recruiting firm Ray & Berndtson's Chief Executive Paul Ray Jr., "or to demonstrate that their skills can be applied to many positions." But the format makes managers suspicious and more intent on piecing together a timeline of your employment--and it's also a tough read. "After reading these résumés, you have no idea what the hell people have actually accomplished at their old jobs," says Ray.
5. Submit your résumé for jobs that you know you're not qualified for, if they're at companies where you'd like to work. "A lot of time people will apply just because they see it's GE," says Collins, "but when they're not appropriate, it really just frustrates us."
Another big gaffe: mass mailing your résumé to every headhunter and contact you know with all of their e-mail addresses listed in the "Cc:" line. "It's amazing how many people do that," says Dennis Spring, the principal at New York-based recruiter Spring & Co. "Not only is it bad manners, but it makes you look like you're plastering your résumé all over the planet. In my mind that makes you a much less desirable candidate. We are only looking for people who are strategic in their thinking, and present themselves in a very targeted manner."
6. Keep résumé length down to one page. Yes, they drilled this into our heads in college, but we're grownups now with much more experience. The acceptable length for a career spanning over six or seven years is two pages, according to Korn/Ferry's Hansen. "As long ago as you may have held a job, or as short a period of time you may have held it, you don't want to leave out anything that you did," she says. "If you go to three pages you've either worked a very, very long time or are being verbose."
7. Sharing information about yourself as a person - such as hobbies and memberships - creates the image of a well-rounded individual that employers prefer to hire. "I don't really care what kind of a person you are," says Ray, "I want to know what you can do for me." There is also such a thing as too much information. Maybe the person reviewing your résumé happens to detest cat lovers.
8. Note that references are available upon request. Of course they are. "That just wastes paper," says GE's Collins, "and it makes you look dumb."
9. For each position you've held, you only need to list the name of your employer and their location. "Don't assume that people reading your résumé know what your company does," says Hansen. If your work for a relatively unknown firm describe the business, note its revenues and maybe how old it is. "Otherwise I have to go online and look up a company description," says Hansen. And wasting a recruiter's time is not a good idea.
1
In a recent article on AOL Jobs by Penelope Patsuris, she examines nine items every job seeker should consider when putting together their by résumé.
1. Heavy résumé paper, elaborate design and other embellishments help job seekers stand out. For years, expensive résumé paper was required by any candidate wishing to be taken seriously--but this point is now moot since human resources prefer electronic submissions. "We don't like to get paper of any kind," says Doreen Collins, a manager for global staffing quality initiatives at General Electric, "and if we do get hard copies we just scan them into the system." That's because GE, like most companies, uses an electronic résumé management system to sort through prospective hires. As for eye-catching design and graphics: do without them. Such ornamentation only makes your résumé more difficult to read for a hiring manager who has hundreds of others applicants to sift through. The harder you make it for someone to discern your qualifications, the less likely it is that you'll be deemed qualified. And in this electronic age, curlicues put you at a further disadvantage. "We get a lot of résumés with graphic files, fancy fonts, even banners," says Collins, "but the electronic system rejects them." Hi-tech attention-getting can actually take applicants out of the running altogether.
2. Include an objective at the top of your résumé. Bad idea says Peri Hansen, a principal with recruiting firm Korn/Ferry. "It's the fastest way to pigeon-hole yourself," she says. Specify "Asset Manager" and you may not even be considered for "Financial Planner." "The one exception may be if you're trying to transition from one career into something very different," says Hansen. "An objective explains why your experience doesn't obviously apply to the opening."
A much better idea: Identify your goals in the cover letter so they can be tailored to each position you apply for. And yes, despite the convenience and speed of e-mailing a résumé, cover letters are still very much required. "When you only get a résumé, you worry that someone's just sitting on Monster.com hitting the 'send' button," says GE's Collins, "without any serious interest in the job."
3. Including a paragraph summarizing your skills. If you need to summarize your skills at the end of your résumé, then you either have one very poorly written résumé or you are being redundant. Neither of these things appeal to employers. "Any skills or expertise you have should be addressed in the accomplishments you list at the jobs you've held," says Hansen.
4. A "functional" résumé will do a better job of highlighting your unique skills and expertise than one that simply lists your positions in chronological order. Functional résumés--which detail skills instead of listing positions--won't help manipulate how prospective employers perceive you. "People use them to hide a gap in their employment," says recruiting firm Ray & Berndtson's Chief Executive Paul Ray Jr., "or to demonstrate that their skills can be applied to many positions." But the format makes managers suspicious and more intent on piecing together a timeline of your employment--and it's also a tough read. "After reading these résumés, you have no idea what the hell people have actually accomplished at their old jobs," says Ray.
5. Submit your résumé for jobs that you know you're not qualified for, if they're at companies where you'd like to work. "A lot of time people will apply just because they see it's GE," says Collins, "but when they're not appropriate, it really just frustrates us."
Another big gaffe: mass mailing your résumé to every headhunter and contact you know with all of their e-mail addresses listed in the "Cc:" line. "It's amazing how many people do that," says Dennis Spring, the principal at New York-based recruiter Spring & Co. "Not only is it bad manners, but it makes you look like you're plastering your résumé all over the planet. In my mind that makes you a much less desirable candidate. We are only looking for people who are strategic in their thinking, and present themselves in a very targeted manner."
6. Keep résumé length down to one page. Yes, they drilled this into our heads in college, but we're grownups now with much more experience. The acceptable length for a career spanning over six or seven years is two pages, according to Korn/Ferry's Hansen. "As long ago as you may have held a job, or as short a period of time you may have held it, you don't want to leave out anything that you did," she says. "If you go to three pages you've either worked a very, very long time or are being verbose."
7. Sharing information about yourself as a person - such as hobbies and memberships - creates the image of a well-rounded individual that employers prefer to hire. "I don't really care what kind of a person you are," says Ray, "I want to know what you can do for me." There is also such a thing as too much information. Maybe the person reviewing your résumé happens to detest cat lovers.
8. Note that references are available upon request. Of course they are. "That just wastes paper," says GE's Collins, "and it makes you look dumb."
9. For each position you've held, you only need to list the name of your employer and their location. "Don't assume that people reading your résumé know what your company does," says Hansen. If your work for a relatively unknown firm describe the business, note its revenues and maybe how old it is. "Otherwise I have to go online and look up a company description," says Hansen. And wasting a recruiter's time is not a good idea.
1
Tuesday, June 7, 2011
Is Good Jobs News Finally on the Horizon?
1
Chief executive officers in the U.S. are feeling more confident about the economy, with more of them planning to add rather than cut jobs over the next six months, a Business Roundtable survey released on Wednesday found.
The change in mood (CEOs had been inclined toward cutting jobs for about two years) marked an important shift for an economy struggling to regain its footing after its worst downturn since the Great Depression of the 1930s.
The retail sector is leading the charge toward hiring as consumer spending begins to pick up, according to the quarterly survey which was reported by ABCNews.
Twenty-nine percent of U.S. CEOs told the Roundtable they plan to add jobs in the United States over the next six months, more than the 21 percent who planned to cut. That marked the first time since the first quarter of 2008 that more planned to add jobs than cut them.
Click this link for more details: http://abcnews.go.com/Business/wirestory?id=10308575&page=1
1
Chief executive officers in the U.S. are feeling more confident about the economy, with more of them planning to add rather than cut jobs over the next six months, a Business Roundtable survey released on Wednesday found.
The change in mood (CEOs had been inclined toward cutting jobs for about two years) marked an important shift for an economy struggling to regain its footing after its worst downturn since the Great Depression of the 1930s.
The retail sector is leading the charge toward hiring as consumer spending begins to pick up, according to the quarterly survey which was reported by ABCNews.
Twenty-nine percent of U.S. CEOs told the Roundtable they plan to add jobs in the United States over the next six months, more than the 21 percent who planned to cut. That marked the first time since the first quarter of 2008 that more planned to add jobs than cut them.
Click this link for more details: http://abcnews.go.com/Business/wirestory?id=10308575&page=1
1
Sunday, April 24, 2011
Bad Credit History Can Crash Your Job Search
1
A growing number of job hunters are finding that their financial past may harm their professional future.
According to Kristen McNamara of The Wall Street Journal, concerned about rising rates of employee theft and fiduciary issues, more employers are checking applicants' credit. Companies say the financial information can offer insight into a candidate's level of responsibility.
But people whose previously solid credit has been damaged by the economic downturn say they're victims of circumstances beyond their control.
Some 47% of employers say they check the credit history of applicants for certain positions, according to a late 2009 survey of more than 430 organizations conducted by the Society for Human Resource Management.
That's up from 42% of employers in 2006. Just 25% of employers in 1998 said they regularly or sometimes checked applicants' credit histories.
For the complete story, click here: http://online.wsj.com/home-page
1
A growing number of job hunters are finding that their financial past may harm their professional future.
According to Kristen McNamara of The Wall Street Journal, concerned about rising rates of employee theft and fiduciary issues, more employers are checking applicants' credit. Companies say the financial information can offer insight into a candidate's level of responsibility.
But people whose previously solid credit has been damaged by the economic downturn say they're victims of circumstances beyond their control.
Some 47% of employers say they check the credit history of applicants for certain positions, according to a late 2009 survey of more than 430 organizations conducted by the Society for Human Resource Management.
That's up from 42% of employers in 2006. Just 25% of employers in 1998 said they regularly or sometimes checked applicants' credit histories.
For the complete story, click here: http://online.wsj.com/home-page
1
Monday, February 28, 2011
Where Does Your Resume Really Go When Applying On-Line?
We'd all like to believe that when we send our resume via a job board or a company Web site that there is someone eagerly waiting on the other side ready to read every word of it. But these days, job applicants are lucky if an actual person is reading any of it, at least on the initial screening.
According to Barbara Safani, owner of Career Solvers, as companies continue to be inundated with resumes, more and more employers are turning to applicant tracking systems (ATS) to manage the sheer volume and weed through all the applicants. What does that mean for job seekers? I spoke to HR professionals, recruiters, and hiring managers to find out.
Why do companies use applicant tracking systems?
In today's market, there can be thousands of applicants for one position. According to recruiter Jeff Altman, The Big Game Hunter, "ATS allows me as a recruiter to manage far greater amounts of information and track every communication I have with a job applicant so nothing is 'forgotten.' " Unisys HR Consultant Sharon Sizgorich notes that ATS offers a "consolidated view of all applicants against a job and the ability to build and track pipelines of talent. In addition, applicant tracking systems can help recruiters better manage the various stages of the interview process and comply with legal requirements for tracking applicants."
How do applicant tracking systems work?
"When searching my database for candidates to fit a particular job posting, I'll select an important keyword or phrase directly from the job description, and enter it into the ATS," says recruiter Roxanne Williams. "The ATS will then search the database and return the resulting resumes to me, and this process can be repeated numerous times with different keywords or phrases."
What document formats can applicant tracking systems scan?
According to our experts, most systems can scan text and Word formats; some cannot scan Word 2007, PowerPoints, or PDFs.
What should job seekers do in order to get their resumes noticed by the ATS?
- Customize the resume for each position. Megan Pittsley, a career counselor and recruiter, advises job seekers to "extensively tweak their resume for every job and make sure you weave common keywords throughout the resume as often as possible."
- Keep job titles fairly generic. Kathleen Steffey, founder and CEO of Naviga Business Services, a sales and marketing based recruitment firm, suggests avoiding using job titles that are too specific. "If you are a sales professional who is conducting new business and prospecting 99 percent of the time, just keep your title to 'Sales Professional' or 'Business Development Representative.' Stay away from titles that are too specific like National Accounts or Client Relations.
- Keep resume formatting to a minimum. Dan Kilgore, principal of Riviera Advisors Inc., notes that "certain design features such as italics, bolding, and underlining can substantially increase the error rate as the system converts the data." Radical resume designs similarly are also off-limits because anything the ATS wasn't programmed to look for will not be recognized. One suggestion might be to electronically submit your resume in Word and in a standard format, and save the "pretty" one you formatted for the live interview, since most of these characteristics were made to make the human reading experience more pleasant and exciting.
- Avoid functional resumes. Ashley Gouge, VP of Client Development and Implementation for Pinstripe Healthcare states that "functional resumes are very difficult for parsing technology to read" and recommends using the more traditional chronological format for optimal results.
- Include full keywords and their abbreviated formats. Recruiter and BestJobHuntGuide.com owner Roxanne Williams adds, "some of the words or phrases listed on the job description can also be abbreviated; for example, Sarbanes Oxley can be abbreviated as SOX and accounts payable is often referred to as AP. Play it safe and include both versions in your resume."
While those using applicant tracking systems can point to many benefits of using these systems, some also acknowledge the drawbacks. Amber Jolley, a staffing consultant with Whitaker Technical Services, notes: "The main drawback is that often your resume isn't seen by a 'live' person if it doesn't make it past the ATS screening process. While there are many advantages, the real downfall with ATS is that they are not able to quantify the 'intangibles' that candidates bring to the table or skills that may be equivalent or transferable enough to make their resume worth reviewing."
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