Job Hunting in 2021: What is Changing?
Nearly every aspect of how we approach job hunting and seek out new roles has shifted in the past ten years. From the search to accepting an offer, the world of finding your perfect career fit has changed. For the most part, these reframed approaches are in favor of the candidate. Our strides forward are positive. However, some companies still leave a lot to be desired in the way of their screening process.
Job Hunting is Morphing
Some of us can recall the days of driving around town, dressed to a T, and dropping off blind resumes at companies that piqued our interest. Based on our impression of the receptionist and perhaps the other staff on the premises, we would hope to get called in for an interview.
The age of the internet has cracked this process wide open. Now, a person residing in Texas can apply to jobs virtually anywhere in the world. The idea of relocating for work is not so foreign anymore. People even move for the sake of finding better opportunities. The sticking point in all of this is while it is easy to find any job you could possibly desire online, not every company is using efficient systems to screen candidates.
One could spend hours on a resume and cover letter. Then what? They have to input the same information into the company’s application portal. This is not only frustrating for candidates, it’s inefficient. Candidates put a lot of time and effort into making all the pieces of their application as polished and tailored as possible. Oftentimes, people will apply for twenty or more roles only to hear nothing back from most companies.
So why aren’t companies making it easier on themselves to find the right people to fuel their growth?
The Modern Job Search is Not a Job Search
While many still apply through online portals, the modern job search has deviated away from what we would call a job search. Professional networking sites like LinkedIn have enabled us to connect with professionals from around the globe and engage in organic conversations based on personal or work-related interests. Barriers that only came down at high-profile networking events now remain permanently lowered.
As unexpected candidates, we can hold conversations that can lead to referrals or opportunities. Astute HR representatives and recruiters have tuned into this trend. They’re seeking out the best-fit matches on this social networking platform in hopes that the person will get on a call with them.
Effective Job Search Methods
Is this the most effective job search method for everyone? Not necessarily. Social networks can feel bombarding–they’re not for everyone. Application portals are clunky and time-consuming. Furthermore, the algorithms can filter out the would-be perfect candidates. This can happen when a resume doesn’t contain the right keywords or one box went unchecked.
Companies that are forward-thinking are taking a different approach to candidate finding. They understand that while certain skills are a baseline for roles, other skills can be taught. This frame of thinking encourages recruiters and HR professionals to look for alternatives to scanning hundreds of resumes for specific words and phrases. At the same time, it discourages them from using a system that doesn’t effectively filter out under and overqualified candidates.
Modern job searches are blended. Think LinkedIn meets a job board. Job seekers can build detailed profiles based on their skills and interests. With these key details available, companies could quickly run a search, find the right people, and engage in organic conversations.
SideSearch is doing exactly this. It was started by seasoned recruiters and HR professionals that saw an opportunity to fix the flaws associated with modern job hunting. Professionals in accounting, finance, business development, human resources, and IT are welcomed to build a profile. Showcase what you love to do the most. No resumes, just skill-based matching.