I recently had the opportunity to meet with a diverse group (skill, experience, age) of professionals who are in career transition. The proposed topic was “video interviewing”, which rapidly morphed into “video interviewing: how not to hate it”.

The conversation that ensued made me contemplate the level of overwhelm that these professionals were experiencing. Many in the room hadn’t job searched in at least 10 years. They have emerged from employment into a recruitment landscape that is primarily comprised of technology where paper resumes, newspaper job postings and the face to face pre-screens once stood.
For those involved in the recruitment world over the past 10 years, the rise of LinkedIn, Indeed and other aggregators, applicant tracking systems (ATS) and video pre-screens and interviews may have felt like a manageable stream of progress. For those who haven’t been involved, it feels like a tidal wave.

This 2-part series will explore concepts, ideas and tips to help ease the transition into the world of technology assisted job search. In part 1 of the series we’ll explore ways to embrace the changes associated with the rise in recruitment technology and ways that technology can work for you.

1. Embrace the change

The extent to which you engage in recruitment related technology is up to you. You have the right to refuse to participate, knowing that you might miss out on opportunities as a result.
To increase your comfort level, consider your personal information disclosure strategy. How much are you willing to post or record, online or in a video? A safe assumption is that anything you put online could become public. You’ll want to safeguard your personal security and your professional brand.
These days, most recruitment efforts involve the use of technology. Increase your comfort level with how the various tools work and why the are being used. Conduct some research. Enlist the help of a tech savvy friend, preferably one who has recently been through a job search or one who has used these technologies as a hiring manager or recruiter. It’s likely that as you learn more your comfort level will rise.

2. Let the technology work for you

It is possible, using technology, to differentiate yourself from other job seekers. By building and protecting your professional brand you will stand out from other applicants. Ensuring that your online documents and your web presence reflect a strong professional brand will catch a recruiter’s attention.

Spend some time pretending that you are a recruiter. Do some searches in LinkedIn using the search bar at the top. Which profiles stand out, in a good way? What techniques, approach and language have they used to differentiate themselves? Can you incorporate any of those techniques into your online profile? This is also a good time to review your online presence on all social media platforms to ensure that your professional brand is not being unintentionally diminished.

Most job search technologies contain features intended to make the process easier. Take advantage of job alerts, suggested positions and ATS notifications to ensure you aren’t missing possible opportunities.

 

Stay tuned for part 2 coming soon…