...
Recruiters, especially of large companies, have to filter through large numbers of many candidates by quickly scanning their resumes. One recruiter from a large multinational corporation said that if a resume does not look professional, she will not bother reading it, even if the candidate looks somewhat promising from a glance. She said that while she knows she turns aways some technically skilled candidates, one must look professional, and the resume it the first impression and a good opportunity for candidate to show that he or she is a professional.
Two Two of the three recruiters we spoke to find recruiting online a pain, because they do not think that there is an easy way to do itget promising candidates into their internal recruiting pipelines. They told us that, when confronted with a resume book, all they want is a way to filter through resumes by school and GPA . If they could easily find candidates from top schools with high GPA's, they would definitely use it. Hence, we feel that this is a task that should be allowed for.
To perform this task, users simply need to open a browser on their computer, log in as a recruiter, and filter through resumes using clearly defined buttons, textboxes, and dropdown menus. They should be able to access this system from where ever they are, as long as they have a computer, but they will likely be using this product when at a career fair at a specific school or in their office. They will want to go through resumes quickly, so it should take a few seconds to get the resumes and the transition from one resume to the next should be quick.The few errors that can be made are related to the filtering criteria which the recruiter inputs, and reentering the criteria (which should take a few seconds) will be the time lost when correcting the mistake.in order to focus on the most relevant candidates. Speed is essential, given the number of resumes. The most common errors at this stage of recruiting are 1) letting a solid candidate accidentally "slip through the cracks" because of resume overload and 2) eliminating strong candidates with weak resumes.
Note on LinkedIn
We are aware that LinkedIn does things similar to what we do, and we were concerned that we may be trying to do something that others like LinkedIn have already done. We were pleased to hear that multiple recruiters said that they do not use LinkedIn much, because LinkedIn is a professional network for those who are often a bit advanced in their careers. People who are applying to entry level jobs right out of college (where recruiters spend most of their time recruiting), people often do not have that much experience, so they are not on LinkedIn, or if they are, their profiles are not that attractive, due to their lack of experience. Also, there is a lot of other things on LinkedIn, and all these recruiters are looking for is the ability to view resumes. Hence, recruiters said that a system that lets them look at resumes and easily filter through these resumes would be something of great value to them, and they would be happy to pay to use the website.
Similarly, a few freshmen and sophomores said that they wanted a resume builder and that they did not like the UI of most resume builders, and did not want to use LinkedIn because they were not “experienced enough to look good on LinkedIn,” as one freshman said.