Unpredictability and uncertainty in the business world shorten employment tenure. There are several reasons for this: The fast-paced and ever-changing evolution of technology is generating competitive pressures. Consumer tastes are changing and demanding new products and services. And world events are destabilizers; revolutions, wars, floods, droughts, earthquakes, tsunamis, and reactor meltdowns are examples.
Employers find themselves needing to react via quick adaptation. Company organizational charts the way we used to know them are shifting to meet foreseeable demands for staffing needs. Thus, the result is a contingent and temporary labor force. Statistics show that people change jobs on an average of every three years—some of them staying with the same employer but in new roles and some joining a different employer.
Recruiters will have an increased role in matching job seekers with jobs.
About half of all new openings at large employers are nowadays filled by internal mobility but still under the control of a recruiter. The rest of the openings are filled by new hires—also via a recruiter. The hiring manager makes the final decision about whom to hire, but recruiters can block job seekers based on their own discretion.
It is evident that job seekers’ interactions with recruiters will increase. In many cases, recruiters are not viewed favorably by job seekers. They are considered the necessary [d]evils. Most job seekers don’t understand the pressures on the typical recruiter. Each recruiter works simultaneously on filling 15 to 20 job openings. Recruiting is a human resources task but functionally reports to and is evaluated by hiring managers. Recruiters rely on applicant-tracking-system technology but have to make final decisions based on interviewing every reasonable candidate. Recruiters don’t know the details of the job more than the extent of the information supplied in the job description. And recruiters are very much under time pressure to produce results for hiring managers and meet hiring managers’ urgent needs.
How to increase your chances of being selected as a good candidate by recruiters
Follow the instructions precisely in terms of how recruiters want you to submit your credentials. Demonstrate that you have a keen interest in the position you’re applying for. Be honest and genuine. Come prepared when interacting with them. Don’t cause them embarrassment. They need to present you to the hiring manager. Ensure that you are a match with the job description. Use TagCrowd to make sure your résumé includes most of the keywords that recruiters are likely to use as queries based on the job description. And last, use Jobscan.co (note: the filename ends with .co and not .com) to match your résumé to the job description.
In the current job market, the competition is fierce, and to maintain a high level of competitiveness, one has to know what to do and how to adapt to employers’ needs. All of that learning and carrying out are laborious and time-consuming. But don’t give up! A job is waiting for you. Go get it!