Job Seeker FAQ
Frequently Asked Questions
Digital, is of course, as most of us expect these days. It is a key element of every ones job search strategy.
Processes, communications, workflows, notifications, documents & access can all be digital. Simply digitising existing processes is not what we mean at SmartWorker.
SmartWorker has taken the traditional recruiting processes & invented a new process, methodology & technology platform to create a truly collaborative, outsourced recruiting experience for employers & candidates.
SmartWorker calls this, modern recruiting.
Visual, because now we can see data, instead of just reading data.
Job search plans have to include resumes that can be converted to visuals.
Visualisation in recruiting, means having every resume, every time, presented to employers or HR professionals, in a graphical or picture form. This enables employers to make their decisions faster.
Further, by using consistent methods to present the information from the free formatted inconsistent resumes, employers can review your resume more accurately.
SmartWorker is proud to provide this guide to assist our candidates put their best foot forward & secure a fantastic job. The following sections give our candidates videos, tips & tricks for constructing their resume, conducting their interviews & giving themselves the best chance to succeed.
Practical help with job search is just a click away!
You are invited to see how your personalised timeline & skills cloud may present you to employers & recruiting agents. Every resume received by SmartWorker is automatically parsed through one of the world’s leading natural language processing (NLP) systems. Using NLP, we draw out the crucial details from your resume & speed up the screening & sifting phases of the recruitment process.
Simply email your resume to firstname.lastname@example.org and we will send you two visual representations of your resume. Then, come back & check our tips on how to improve your resume for modern recruiting systems.
Of course, you are not actually applying for a job. We are however, showing you how easy & seamless the process is for a candidate, & a small fraction of what an employer can now see.
We are happy for you to pass on this opportunity to any friends or colleagues to enable them to see how modern recruiting systems may view their resume.
Continue reading for more information on modern recruiting & some tips on how you can succeed.
This may seem a bit too simple, but it is a common mistake. It also may seem to be too much effort, but remember, you are in a competitive battle to win that role over all others. Others may be tailoring their resume to the role & if you submit a standard resume you may be at a disadvantage from the start.
So, if you want a Business Analyst (BA) role, then produce a version of your resume that supports BA activities & skills. No need to highlight or emphasize Project Management & Programming in your resume unless they directly support your case to become a BA. Focus. Focus on what this role requires. Your other skills & history are still important, but we suggest you don’t place as greater emphasis on that aspect, compared to what you are really chasing.
Similarly, if you are a Project Manager (PM), focus & emphasize skills & history that support being a Project Manager. Don’t submit a BA focused resume to win a PM role. Plenty of other candidates will be submitting PM focused resumes.
For the tech specialists out there, the same approach is equally valid. Focus the emphasis on the skills you either need to highlight to get the job, or that you want to develop in the new role. If you emphasize some fantastic skill you have from 5 to 10 years ago, that is not really relevant to the job you are now chasing, then you may be passed over as a someone that is still really interested in that old skill.
In the old days, recruiting agencies helped your chances by re-writing your resume before sending it on to potential employers.
With NLP & modern recruiting systems, this is no longer needed. We draw out the information we need & present that information online, in numerous formats. And, we now pass on your original resume, warts & all as well. No re-writes or fix-ups.
However, as stated earlier, your original resume may not be seen unless you get past the first “6 second read”.
The cover letter is where we really get the best feel for you & your communication skills. This is where you write, as you.
Tell us something great about your talent. Tell us something about why you want this job.
We all know that what happens on the net, stays on the net – unless you can get a court order & even then it is hit & miss.
So, our best advice here is to include your social links. This includes LinkedIn, Facebook, Google+ & any others that may be relevant, or easily found in a quick search. If you include it, it means you are OK with me seeing it.
Ensure all the history & stories about you, on the net, match up & there are no glaring discrepancies. Not an easy thing to achieve. But discrepancies cause concern, which can lead to distrust in your written word (your resume), which can lead you being skipped over as it is too hard to spend the time clarifying with you why the discrepancies exist in the first place.
If you are going to put yourself out there, all over the place, you need to invest the time keeping it all synchronised.
Everyone makes mistakes from time to time, but some of these are job killers.
- Include your name
- If you don’t want to include your physical address, at the very least give some indication of the area where you live
- Include your email address
- Contact numbers are vital, so please don’t forget to include at least one contact number
- Include “resume” in the filename for the resume
- And, include “cover letter” in the filename for the cover letter. It means I can see the differences in the two attachments without having to guess.
Common practice is not to provide references with your first contact, but to include a statement saying they can be provide on request. This shows you have some & are not afraid to give them out, but only once you understand the opportunity better.
The two most common reasons are for the money and for the freedom of choice.
Contractors are the easiest workers to get rid of, that said if you are a skilled professional it rarely happens.
Contractor skills can become sidelined leaving them without a future. It takes a long time but eventually all I.T. hard skills become obsolete.
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