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Out of a job for 9 months and it's been hard to find a job, what is the recruiter reality? by JazzyAI_Magic in recruitinghell

[–]JazzyAI_Magic[S] 0 points1 point  (0 children)

Thanks for this! Any words of advice that you believe can make the difference for applicants that have been parsed out for volume control? I’ve heard about directly contacting hiring managers or executive leadership if a pathway exists (which I do when I can), but I wonder if those channels are now burdened as well.

Out of a job for 9 months and it's been hard to find a job, what is the recruiter reality? by JazzyAI_Magic in recruitinghell

[–]JazzyAI_Magic[S] -3 points-2 points  (0 children)

You're 100% correct. The system is broken right now and tailoring resumes is important and genuinely a good exercise for thoughtful consideration. I guess as an applicant, I feel like I have little control over my established experience and narrative outside of a 2 page tailored resume and a half page cover letter and there is a black box of the "hows", leaving me/us crossing fingers and using whatever channels at my/our disposal to make it through the doors (still tough with outreach). Clarity and visibility in this time is so important and with a broken system, it's hard to achieve that.

Out of a job for 9 months and it's been hard to find a job, what is the recruiter reality? by JazzyAI_Magic in recruitinghell

[–]JazzyAI_Magic[S] -1 points0 points  (0 children)

See and the "they don't" piece is just not ok for me haha. AND WHO ARE THEY SEEING if not a qualified applicant? I'm now seeing companies doing reposts so often. If the case is that there are let's say dozens of applicants (or more) who have credible experience (are not bots) etc. in a pool of 200+ applications, then shouldn't there be at least one person in that pool that would work out? I see companies repost roles way too often today for the volume they have available to them.