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Reading resume after resume can be an exhausting process. Many recruiters naturally begin to reject CVs with even minor issues just to thin out the herd. Now, they’re able to present the highest quality resumes to the hiring manager, right? Not necessarily.
The reality of the situation is that, on average, recruiters look over resumes for 6 seconds. Recruiters are assessing the quality of applicants and how well they’re able to perform at a glance. While this can be efficient, it can also lead to an elimination of a solid candidate or a declaration from the hiring manager that the candidate was a bad fit.
Next time you’re cruising through resumes, keep an eye out for the top 4 types of candidates most frequently overlooked.
1. The overachiever Recruiters and hiring managers jump to the conclusion that overqualified candidates will ask for more money than the client is willing to pay. This isn’t always the case. Job seekers may be on the market looking for a better work culture, opportunities for upward mobility, or more flexible hours. Salary range doesn’t govern every decision for every applicant.
2. The industry transitioner Candidates without industry experience can still check the boxes. Let’s say I’m a recruiter, but I also taught myself how to develop basic websites. I apply for an entry-level developer position because I’m not happy recruiting, but “Recruiter” is listed as my current position. By industry norms, I’d be out of the running… simply because I don’t have “industry experience.” Long story short: candidates who transition out of one industry can be just as competent as an individual with 5-years of experience in the industry. You'll never truly know candidates' skills and competencies if you don't give them a shot.
3. The long-term unemployed Almost half of all employers say that they prefer job seekers who are currently employed. Many recruiters and hiring managers assume that an employment gap on a resume is a red flag. Instead of immediately dismissing these candidates, remember that life happens. Consider their previous experience and give them an opportunity to explain the gap before passing judgment.
4. The job hopper We’ve all seen our fair share of job hoppers… and we usually avoid them. The story goes that they’re disloyal and expensive. In reality, it’s far more likely that they were dissatisfied in their role--whether it was a bad culture fit, lack of growth, etc. Regardless of the reason, so-called job hoppers can still bring a lot to the table. Their choice to leave a previous role shouldn’t discredit their skills, ambition, and experience.
There is no such thing as the perfect candidate. Being a successful recruiter means thinking outside of the box and following paths that hiring managers may have never even considered. These 4 overlooked candidates are a great place to start when searching to fill that impossible role.