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Slightly off topic, but I have seen a number of comments mentioning "CV parsing". I implement HR technology for a living, which obviously includes recruitment solutions. I have never seen a company implement automated CV parsing, as in rejecting CVs which don't contain certain keywords. Does anyone have first hand experience of working for a company which does implement automated CV parsing?
https://www.jobscan.co/blog/fortune-500-use-applicant-tracki...
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That's very nice to think about but in the real world if people don't match some exact keywords they get thrown away. This isn't the "real world" you're referring to here -- it's the fin-de-big-tech bubble world where everyone and their dog is not only sold, smack-down drunk on the idea that Algorithms and Data are the Solution to Your Problems. They aren't of course -- it's just a giant hornswoggle. This "world" nee…
> It's "Node.js" with a dot. If you spell it "nodejs", that's a serious red flag and you shouldn't be surprised if it gets you automatically discarded -- even by a human reviewer. Yikes. “It’s not JavaScript it’s Ecmascript! What a RED FLAG.”
Is is a good think? For most of the job positions it is okay, but if you want to stand out you need to make something unique.
In my opinion, there shouldn't be. Documents like these shouldn't be automatically processed, they should be reviewed by humans. Reducing someone's life history to a list of educational institutions and employers feels robotic even for a software developer's mindset. I understand that there are real life problems because companies do use automated processing on applications, but that kind of behaviour shouldn't be en…
>Documents like these shouldn't be automatically processed, they should be reviewed by humans. That's very nice to think about but in the real world if people don't match some exact keywords they get thrown away. HR is looking for "node.js" but you wrote it like "nodejs"? Though luck pal, bye. HR wants a "computer scientist" but you have a degree in "computer science"? Same, automatically discarded. If anything, a st…
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>Documents like these shouldn't be automatically processed, they should be reviewed by humans. That's very nice to think about but in the real world if people don't match some exact keywords they get thrown away. HR is looking for "node.js" but you wrote it like "nodejs"? Though luck pal, bye. HR wants a "computer scientist" but you have a degree in "computer science"? Same, automatically discarded. If anything, a st…
HR is looking for "node.js" but you wrote it like "nodejs"? Though luck pal, bye. HR wants a "computer scientist" but you have a degree in "computer science"? Same, automatically discarded. Fixing that would require not only a universal data format but also a universal taxonomy of terms to describe skills. That would need everyone to agree on how to describe what they do. Easy enough when you're describing programmin…
I wish it was easier to do. At my first job after university (not my first job altogether) we initially had great rapport between "DCOps" and HR. To be honest, our group was rather... irreverent, which made it even more interesting that we had such great rapport (we had all the stereotypes going for us, including female-only HR team and basement-dwelling male-only sysadmins).
But thanks to great cooperation, HR would do basic filtering on things they actually checked with us about, then forwarded us the CVs unmodified to give our own opinion before deciding whether to go with it or not.
Unfortunately some time later head of HR ended up let go due to some conflict with C-level I believe, and things slowly reverted to the mean :(
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I'm pretty sure my Resume says "crazy outside-the-box madman" on it somewhere near the top. It pretty much guarantees that I work somewhere with a sense of humor while rejected from places that take themselves too seriously. Resumes aren't just a list of skills and work history (education isn't even on my resume anymore), it's also a chance to let a small amount of your personality show through so you stand out again…
>"crazy outside-the-box madman" I like that so much that I dare not copycat it.
A business card conveys much more than purely the name, title and contact information of its bearer.
My CV/résumé is done using exquisite typography (since I studied that) and the choice of fonts and layout has a message too.
There is an interesting symmetry between the early role role of business cards and résumés today btw.[1]
These things can not be captured by the contents alone.
[1] https://www.caseyprinting.com/blog/what-is-the-history-of-bu...
Edit: typos
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It happens in big companies. My team is hiring about 100 people in the next 6 months. For external candidates, we see less than 30% of all resumes. As with all things, 80% of the rest are junk and another 20% are potentially viable candidates.
Exactly. It would seem most of the over-confident “it’s a myth” comments in this thread are from folks not familiar with typical processes for hiring in the 100s to 1000s.
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Companies don't seem to treat it like an important document. I can't tell you how many times an interviewer seemed to be reading my resume for the very first time during the interview itself...
On the flip side, I do technical interviews (I am new to it though), and I spend about half an hour preparing for an interview including going through the CV that made it to me (and making notes/preparing questions) and researching the candidate based on what I see in it (e.g following links, etc)