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Is your “six seconds of fame” enough to land you a job?

As a professor and a corporate recruiting strategist, I can tell you that very few applicants truly understand the corporate recruiting process. Most people looking for a job approach it with little factual knowledge. That is a huge mistake. A superior approach is to instead analyze it carefully, because data can help you understand why so many applicants simply can’t land a job. If you can bear with me for a few quick minutes, I can show you using numbers where the job-search “roadblocks” are and how that data-supported insight can help you easily double your chances of landing an interview and a job.

Your Resume Will Face a Lot of Competition

Although it varies with the company and the job, on average 250 resumes are received for each corporate job opening. Finding a position opening late can’t help your chances because the first resume is received within 200 seconds after a position is posted. If you post your resume online on a major job site like Monster so that a recruiter can find it, you are facing stiff competition because 427,000 other resumes are posted on Monster alone each and every week (BeHiring).

Understanding the Hiring “Funnel” can Help You Gauge Your Chances

In recruiting, we have what is known as a “hiring funnel” or yield model for every job which helps recruiting leaders understand how many total applications they need to generate in order to get a single hire. As an applicant, this funnel reveals your chances of success at each step of the hiring process. For the specific case of an online job posting, on average, 1,000 individuals will see a job post, 200 will begin the application process, 100 will complete the application, 75 of those 100 resumes will be screened out by either the ATS or a recruiter, 25 resumes will be seen by the hiring manager, 4 to 6 will be invited for an interview, 1 to 3 of them will be invited back for final interview, 1 will be offered that job and 80 percent of those receiving an offer will accept it (Talent Function Group LLC).

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Six Seconds of Resume Review Means Recruiters Will See Very Little

When you ask individual recruiters directly, they report that they spend up to 5 minutes reviewing each individual resume. However, a recent research study from TheLadders that included the direct observation of the actions of corporate recruiters demonstrated that the boast of this extended review time is a huge exaggeration. You may be shocked to know that the average recruiter spends a mere 6 seconds reviewing a resume.

A similar study found the review time to be 5 – 7 seconds (BeHiring). Obviously six seconds only allows a recruiter to quickly scan (but not to read) a resume. We also know from observation that nearly 4 seconds of that 6-second scan is spent looking exclusively at four job areas, which are: 1) job titles, 2) companies you worked at, 3) start/end dates and 4) education. Like it or not, that narrow focus means that unless you make these four areas extremely easy for them to find within approximately four seconds, the odds are high that you will be instantly passed over. And finally be aware that whatever else that you have on your resume, the recruiter will have only the remaining approximately 2 seconds to find and be impressed with it. And finally, if you think the information in your cover letter will provide added support for your qualifications, you might be interested to know that a mere 17 percent of recruiters bother to read cover letters (BeHiring).

A Single Resume Error Can Instantly Disqualify You

A single resume error may prevent your resume from moving on. That is because 61 percent of recruiters will automatically dismiss a resume because it contains typos (Careerbuilder). In a similar light, 43 percent of hiring managers will disqualify a candidate from consideration because of spelling errors (Adecco). The use of an unprofessional email address will get a resume rejected 76 percent of the time (BeHiring). You should also be aware that prominently displaying dates that show that you are not currently employed may also get you prematurely rejected at many firms.

A Format That Is Not Scannable Can Cut Your Odds by 60 Percent

TheLadders’ research also showed that the format of the resume matters a great deal. Having a clear or professionally organized resume format that presents relevant information where recruiters expect it will improve the rating of a resume by recruiter by a whopping 60 percent, without any change to the content (a 6.2 versus a 3.9 usability rating for the less-professionally organized resume). And if you make that common mistake of putting your resume in a PDF format, you should realize that many ATS systems will simply not be able to scan and read any part of its content (meaning instant rejection).

Weak LinkedIn Profiles Can Also Hurt You

Because many recruiters and hiring managers use LinkedIn profiles either to verify or to supplement resume information, those profiles also impact your chances. Ey- tracking technology used by TheLadders revealed that recruiters spend an average of 19 percent of their time on your LinkedIn profile simply viewing your picture (so a professional picture may be worthwhile). The research also revealed that just like resumes, weak organization, and scannability within a LinkedIn profile negatively impacted the recruiter’s ability to “process the profile” (TheLadders).

50 Seconds Spent Means Many Apply for a Job They Are Not Qualified for

Recruiters report that over 50 percent of applicants for a typical job fail to meet the basic qualifications for that job (Wall Street Journal). Part of the reason for that high “not-qualified” rate is because when an individual is looking at a job opening, even though they report that they spend 10 minutes reviewing in detail each job which they thought was a “fit” for them, we now know that they spend an average of just 76 seconds (and as little as 50 seconds) reading and assessing a position description that they apply for (TheLadders). Most of that roughly 60-second job selection time reviewing the position description is actually spent reviewing the narrow introductory section of the description that only covers the job title, compensation, and location.

As a result of not actually spending the necessary time reviewing and side-by-side comparing the requirements to their own qualifications, job applicants end up applying for many jobs where they have no chance of being selected.

Be Aware That Even if Your Resume Fits the Job Posting, You May Still Be Rejected

To make matters worse, many of the corporate position descriptions that applicants are reading are poorly written or out of date when they are posted. So even if an applicant did spend the required time to fully read the job posting, they may still end up applying for a job that exists only on paper. So even though an applicant actually meets the written qualifications, they may be later rejected (without their knowledge) because after they applied, the hiring manager finally decided that they actually wanted a significantly different set of qualifications.

Making it Through a Keyword Search Requires a Customized Resume

The first preliminary resume screening step at most corporations is a computerized ATS system that scans submitted resumes for keywords that indicate that an applicant fits a particular job. I estimate more that 90 percent of candidates apply using their standard resume (without any customization). Unfortunately, this practice dramatically increases the odds that a resume will be instantly rejected because a resume that is not customized to the job will seldom include enough of the required “keywords” to qualify for the next step, a review by a human.

Even if you are lucky enough to have a live recruiter review your resume, because recruiters spend on average less than 2 seconds (of the total six-second review) looking for a keyword match, unless the words are strategically placed so that they can be easily spotted, a recruiter will also likely reject it for not meeting the keyword target.

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No One Reads Resumes Housed in the Black hole Database

If you make the mistake of applying for a job that is not currently open, you are probably guaranteeing failure. This is because during most times, but especially during times of lean recruiting budgets, overburdened recruiters and hiring managers simply don’t have the time to visit the corporate resume database (for that reason, many call it the black hole). So realize that recruiters generally only have time to look at applicants who apply for a specific open job and who are then ranked highly by the ATS system.

Some Applicants Have Additional Disadvantages

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Because four out of the five job-related factors that recruiters initially look for in a resume involve work experience, recent grads are at a decided disadvantage when applying for most jobs. Their lack of experience will also mean that their resume will likely rank low on the keyword count. To make matters worse, the average hiring manager begins with a negative view of college grads because a full 66 percent of hiring managers report that they view new college grads “as unprepared for the work place” (Adecco).

Come face-to-face with Dr. Townsend, deal with current challenges, and receive practical solutions to your questions. Dr. John Townsend is a business consultant, leadership coach, author and psychologist.

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Dr. John Townsend

Engaging and Developing Leaders for over 20 Years

Dr. John Townsend is a business consultant, leadership coach and psychologist. He has written over 30 books, selling 10 million copies, including the New York times best-selling Boundaries series, People Fuel, Leading From Your Gut, and The Entitlement Cure.

For more than twenty years Dr. Townsend has engaged with leaders, organizations and individuals around the globe, offering them life-changing solutions to their problems. He hosts his own online live video call-in program, “Dr. Townsend Live.” He is also co-host of the nationally-syndicated talk show “NEW LIFE LIVE” which is heard in 180 markets with 3 million listeners.

In addition to being a thought leader, coach and speaker, John spends much of his time developing others through the TOWNSEND LEADERSHIP PROGRAM, and the TOWNSEND INSTITUTE FOR LEADERSHIP AND COUNSELING.

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