How To Troubleshoot A Job Search Gone Wrong!
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- Опубліковано 14 жов 2024
- Let's Troubleshoot A Job Search Gone Wrong! When looking for a job and not succeeding, it's important to look at data and find where you're missing the target. If it's a resume writing issue or interview performance, putting a corrective action in place will help you land more job offers.
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Are you struggling with your job search? Applying for job after job and not getting any interviews? Perhaps you’ve got a few interviews but always seem to get passed over for the job? Or maybe you’re not satisfied with your current career and want a change. Well, you’ve come to the right place.
As a corporate recruiter with over 20 years of experience hiring thousands of employees at all levels into major corporations, I’m going to spill the beans on how to get noticed by recruiters, start getting more interviews, navigate through each step of the hiring process, and ultimately land the dream job you deserve.
But that’s not all - I firmly believe that to truly experience career success, you need to think bigger. Multiple streams of income and budgeting are crucial to forming a layoff-free lifestyle and helping you achieve your goals.
If these are things you’re struggling with, that’s what I specialize in. I’ve got a website called A Life After Layoff. It’s loaded with tips and tricks for getting noticed, interviewed, and hired by your dream company. Make sure you check it out!
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4 rounds of interviews is a waste of everyone's time and really points to an organization that doesnt know what it wants and a hiring manager that does not feel empowered to make a decision.
I think many of the examples given are from a specific field of work- IT and project management. Many other fields and careers have much different paths and interview styles.
@maverick-by3uo why is that unfortunate ?
I had 5 interview stages, and waiting for the sixth. Besides that, great company. But yeah it's too much
@maverick-by3uo Perhaps because it is preferable to foster this knowledge internally, rather than rely on another country's immigrants to supply this expertise. Just as it isn't smart to have them be a sole supplier of critical medicines and energy. It speaks poorly of the USA's educational system, does it not? There is no longer any shame in saying these facts, so take your weak political incorrectness somewhere else.
@@dejangegic Doesn't sound like _that_ great of a company. 🙄
Had a copywrite issue with the music on the video, so had to reupload it with a fix. Thanks for commenting on the old one, but unfortunately it was deleted.
Now, more than ever, I value the concept of opening a business.
Is not that obvious, why?
Factsssss
Do it whether full time or part time.
I cannot agree more. I have been on a constant job search for years and I have had little to ZERO luck at all while working for a good-paying job that I absolutely despise. My problem is similar paying jobs in my area all require ridiculous experience or degrees. Either that or I can drive an hour away wasting gas money for a similar paying job that will end up costing me alot of money down the line. Not in this economy with these gas prices. I've tried applying for remote jobs and almost all of them are either over-saturated or have hundreds of applicants. With everything I've read and watched regarding career and job advice even with Brian's content and the stuff he says, it should never be this hard to look for a job EVER. My only option now is to start building my own business and forge my own path. I don't want any part of this job world if it is going to remain like this!
Good luck dealing with long hours of building your business, and the potential lawsuits if anything goes wrong.
I work for large institution of higher learning, and the hiring process here is "interesting". No one gets a rejection letter, ever. Applicants who aren't selected are simply discarded and forgotten. Roughly one out of 30 applicants are brought in for interview. All interviews are panel interviews, and in some cases the applicants have a deer in the headlights look when they walk into the interview room and find a long table with seven interviewers for a position that pays less than $40k. The ones that are hired are typically put through four rounds of interviews over several weeks, and those that do manage to navigate this byzantine mess and get a job offer are usually gone within the first two years.
Gawd, that sounds awful.
Sounds like adjunct faculty (or non-tenured lecturer/instructor). Although low-level admin the hiring process is similar, only with larger candidate pools. I'd say the deer-in-headlights look is pretty understandable/universal - all interviews are stressful, group ones more so - but the poor retention and onboarding is a sector-wide problem.
Higher Ed here also. Ive seen similar. 7 people zoom interview for 40K job, not always the norm though ive usually seen 3-4 panel interviews. As far as rejection my institution usually sends a email saying you were not chosen, but I recently applied for my departments manager position and was sent no notification, found out informally the day before the new person started.
@@phslion Etiquette used to be that internal candidates at least got notified, even if notifying everyone is infeasible.
Looks more like an awful market than problems with the candidate. Needing 4 rounds of interviews is bananas.
4 rounds is very common in professional (white collar) jobs.
A single phone interview is all I have needed lately.
@@ALifeAfterLayoff A four-round interview is very uncommon. White-collar positions, especially in finance, typically consist of two interviews. Anything beyond two interviews is unnecessary.
I’m more accustomed to 3 for tech jobs but if you count the phone screen or having two back-to-back people in a session, that makes sense. Thanks!
From what I've seen, tech jobs can reach 3-4 interviews. Non-tech white collar get like 2-3.
Between the multiple layers of interviewing & AI the process is ridiculous. People are looking into starting a business & getting licenses (ie: insurance). These employers are returning to their status quo when looking for employees. Its too much at this point
What an incredible breakdown of the job search process, Brian! Your insights are a life-saver for anyone feeling stuck in their search.
Today, only by nepotism, buddyism can find a job. Enough with illusions of getting a job on merit.
You need to be the son of the CEO to get that job.
That person does not have a job. He/She is the job.
This has always been the case. The vast majority of open positions aren't advertised on the Internet. It is called "Networking"
I have no idea what any of you guys are talking about. In my twenty years on the job market, I've been "hooked up" (reference, knowing somebody, etc.) for two jobs. My other dozen jobs was just me applying, getting interviewed, and getting hired. Including my current remote job I got in the middle of covid and I'm about to get my second raise and third bonus....
I'm sorry, all you guys are just making excuses. All of you need to work on your resumes, employers that are hiring are desperate for qualified applicants. They're just not finding them
How about if those hiring managers start reading resumes? One by one, all pages not 7 seconds. How about if they start seeing transferable skills? Many of them have colleges in HR. Shame on them. Would you changec your house layout just to fit a friend's opinions? No.
I'm wondering if age is a factor. This person seems really mature and organised, which gives me the impression he's 40 at least (could be wrong ofcourse). I know it's illegal to discriminate on age, but companies still tend to want younger people (with the experience of a senior ofcourse!)
I have 200+ applications, 15 interviews, zero job offers! It has NEVER BEEN this difficult to find work.
Dot-com crash and the '92 and '08 Recessions were all way worse. This isn't even a downturn, the only sector with lower hiring is tech at the big/public and VC startup extremes. Mid-tier tech companies, and pretty much all jobs in other sectors (incl tech jobs) are still doing well, and still desperate for workers.
not in my experience there was way less outsourcing and at least more contract tech jobs
@@GuitarsAndSynths Outsourcing was/is sector-dependent, then & now. Contract work is harder to pin down - could be that companies just moved their contract work to companies instead of individuals, here or off-shore. So far what seems different is that the stock market isn't valuing headcount for its own sake anymore, so companies don't have that particular motivation to hire to excess.
@@GuitarsAndSynths Also you've got to figure your own age in the calculation. Ageism in tech is terrible, and just going from 25 to 35 can markedly affect your offers.
Im a game producer. Recently had 2 interviews, direct manager and hiring manager. Got a panel scheduled. Then was contacted to add another interview with an engineer manager. After that, my panel was cancelled and i was given no information. Ive been in games for 15 years. The competition has never been more fierce in my industry. Hit multiple last rounds and 'its down to you and one other person'.
Why don't you try doing indie games.
@CountingStars333 good suggestion and something I'm actively doing. Gotta cast a wider net.
Game dev here for 7 years. Your experience has been more successful than mine. The only real solace I'm taking in it compared to software in general right now is that it's a lot harder to move into games for an experienced dev than to move out, and experienced positions aren't as competitive as inexperienced ones. So despite the competition right now, it still seems like it's a lot less than many other software roles are dealing with at the moment.
@@phonyalias7574 There's still plenty of work in software dev, just not in big publicly-traded tech firms, or in the VC startup space. But if you've got the skills+exp, plenty of other sectors have a need for good programmers, and the pay is way better than in games, even in low-/mid-market (for tech). Public sector is also a good option - lower pay, better benefits, and no conflict-of-interest issues. I have a pension, free health/vision/dental, and can still run my software+games side business, no problem.
@@CountingStars333 Indie games don't really keep the lights on - the market is highly competitive, but for various reasons, players don't expect to pay for indie games akin to what they pay for AAA. So you'll see lots of good (and bad) indie games on PC & console selling for $5-10 USD, but only seeing 200-1500 units sold (of which the platform takes 30%, plus sales tax/VAT). Very quickly-made games still take 4-6mos, and on average you're looking at 2-4yrs for a decent indie, more in some complex genres. Not enough for one person to live on, let alone a team, unless you live in a very low cost-of-living area/country.
When you get through the tech screen, hiring manager screen and panel interview only to get rejected by the skip level or skip skip level. It sends the picture that the people doing the work and the people responsible for the vision are not aligned. Often you get a feel of what the hiring manager and team is looking for while going through the rounds. This is an opportunity for a candidate to also decide if they would want to work with the team/company. Then the skip or skip skip comes in with a "vision" check and paint a completely different picture and reject you. This is a red flag.
This channel really helped me a lot. I'm sort of hoping that there are other channels about other aspects of life being as helpful as this channel.
B. Each video you put out is a masterclass. Just keep calling out these trends. 👍
I’m amazed this person is getting 20% interviews even at the early stage. I’ve applied to over 1000 openings and have only received 11 interviews of which only 6 reached the final round. I have almost 5 years experience at a Fortune 500 company and 2 years as a manager, hired a resume writer, curated my cover letters, and I reach out to recruiters and still get ghosted about 90% of the time. Is there any way to improve my chances or is this just how it is in 2023?
ChatGPT can help
Timely content. I'm in the middle of my own job search right now and have been keeping my own stats to try and troubleshoot each application and determine where/why it fails to become an offer. But, I'm taking it one step further and also focusing on how I apply. Whether that's job board apply buttons, applying on the company website, or doing that while also emailing or messaging the recruiters too (I track these two separate as I've noticed things like InMail have a lower hit rate than emails, but are usually more accessible to directly contact the person hiring). I just wish there were a better way to say for sure what happens in an interview that moves me from one category to the other.
Perhaps it depends on what kind of work you are applying for but here in sweden you get the job after one interview and not four.
Why are US companies making things so extremely difficult for everyone involved?
Because of the people who are in charge. I would never work for the kind of people I work for, by choice
@@alerho 1 to 2 steps for corporate jobs in Poland, usually only one for entry level jobs
It's extremely difficult to fire someone for cause in the USA. So you really need to do a good screen upfront.
I don't know what they are talking about, I am from US and never had more then 1.
@@eq2092 Lol, it's the opposite, unless you are in an union most states are "at will" employment which mean they can fire you at any time for any reason.
20% of the applications turned into interviews? That is incredibly good, I'm at less than 1%.
You aren’t alone 🥲
I’m right there with you. There are a lot of outside factors that contribute to getting an interview. You can have a phenomenal résumé, but if we're facing unprecedented economic uncertainty, that'll weigh heavily on getting an interview.
It starts with your resume
Make a section to show case skills relevant to that field
And 2 recent jobs. Hell I’d lie about one job and add 12 more months to it. No one will check. 🙈
Same here with two degrees and tons of experience
I've been on a job search for 15 months. Senior/Lead/Manager UX UI Design with 25 years experience. I've applied to 935 jobs and got a total of 85 interviews. No offers. I've made it 2 times to the 2nd of 3 interviews. See my comment on this video. I dont think Bryan has a clue. He's too focused on selling his courses and aligning his story to seque to his courses and completely misses all the important facts and discussion. Anyway....
549 applications to 1 job offer? and that's if your resume and experience is perfect? That's almost depressionary numbers!!! WTF! That's crazy!
well he was saying the applicant needed help interview in later stages
It's probably someone blindly firing off trash resumes to jobs they aren't really even qualified for. Zoomer?
BTW Einstein was a lying thief and terrible person.
I once didna 3 round interview for a cashier job after the final round i was informed that i did not meet their standards to do the job. Wtf apparantly u have to be james bond to get a job regardless of field.
3 rounds for a cashier job? wtf
Love this type of video. I work as a recruiter currently. I actually changed jobs early this year and tracked all my metrics. I won’t compare anyone else’s job search to my own. I was lucky to have a job while I was looking. I customized my resume for each application and read job descriptions to make sure I applied to jobs I felt I was very qualified for. Here are my metrics: Applied to jobs 37 days Feb-Mar 2023, Applied to 31 jobs, 10 phone screens, 6 in person interviews, 2 job offers. Note: after process concluded 15 were either offers or rejection letters (48% follow up, 52% no response.) I will say the no responses are still very hard just not to hear the length of the process itself was very long at one or two companies.
Your numbers are decent.
750 applications for my last job. 150 applicants for last job interview. There is no jobs & the economy is about to crash. Housing market is crashing as we speak. We are in a recession & it’s getting really bad out there
150 applicants could be low, could be high, all depends on the job & local market. Target posts a "Now Hiring" sign, and has hundreds lined up around the block for days, Google gets thousands of candidates, at least a quarter of whom are probably qualified. And the housing market was literally on-fire, with free mortgage loans, and is now coming back to reality (cocaine wore off in the stock market too). There may well be a recession next year, but neither of those are indicators of it.
I worked for some companies where they would put jobs out there but ultimately hire internally. 549 with 1 offer? After watching this - Open a business or find other means to make money - these corporate companies ain’t ish
Yes HR rules will force you to post positions and interview a minimum number of applicants. Even in scenarios where I already have decided on who to hire ahead of time. You have to network.
@@eq2092 truth
Multiple levels of interviews beyond 2-3 to me infers a culture where they don’t know what they want or want too much. Use caution.
they haventevne hired you yet aand they are already showing they dont respect your time.
the job better effing amazing to be worth all this hassle.
Im trying to figure out why this one company was doing 3 stage interviews for a job that I later found out had high turnover. These employers have lost their minds
Corperate America is on a downward spiral.
They need to have 5 interviews to make sure that you can do what you say you can. Just think about that.
Totally agree with your view
maybe if they stopped hiring bottom-tier indians from Pune, Chennai, and/or Bangalore they wouldn't have to hire competent people to fix dollarstore trash
Fax. Worst is accounting/financial mgt positions that make u take a test after (or worse, b4) rd 1. But still want to do 4 more interviews after that!
Now I won’t continue with an app if there’s more than 3 rds.
Yep, we have entered socialism, early stage communism, all according to plan.
Prince. Nice. My numbers over four months after layoff in April (staff TPM/PM). 85 tailored applications some with cover letters, half with a referral. 17 round one interviews with recruiter and 13 round two with HM. 8 panel interviews / virtual on site (includes two cancelled day before due to company doing layoffs) 3 completed final screen. 2 offers (same day!) and 1 no offer.
Your channel has been a huge professional and emotional lifeline for me recently. Tough market out there and boy what an emotional rollercoaster! I’ve had so many ups and downs in just a single day!
wait how if im a fresh graduate i dont have any referral at all could you give any tips?
What kind of hell-job requires 4 rounds of interviews?
I work a trade and went looking for a new job last year. Sent out about two dozen applications, heard back on all but two of them with people asking for an interview. Of the places I actually went in to interview, I got an offer from all of them after one interview with a person I'd be working directly under. What kind of bureaucratic mess does a company need to be to have 4 stages of interviews to hire one person that's not like a new C-level?
This is helpful and I do appreciate the insight, but at the same time I have to point out that pinpointing where in the process the job search is going off track is not the same as diagnosing what the problem is or how to remedy it.
That's where his individual consultation kicks in. The reasons are too broad to generalize. For me, he would have to create a time capsule for me to become young again.
Really fascinating distillation, very useful. Agree with your diagnosis-this person is doing an excellent job getting interviews and making it through the early stages, but seems to struggle with upper management. “Cultural fit” is an amorphous concept, but learning how to mirror the language and attitudes of upper mgmt can be a useful strategy.
After my most recent interview with the hiring manager for a job that felt like a great fit, I still didn't get the job. I emailed the recruiter about it and she said, "You interviewed well, it was just that the top 3 candidates that we are moving forward with to the panel round just had more direct experience that the team was looking for."
The problem is that more than 1000 people applied to the job, and they already cut it down to around 15 people by the time I got the interview offer. Even though I was probably ranked top 10 for that job it still wasn't enough
IT is crazy to me that 500 resumes seems normal. That's somewhere between 500-1500 hours of work. Especially if you take into account networking timwthat uour putting in with the company that you are courting.
I've only submitted 4 applications in the last 2 years, but I've gotten to the 3rd round of interviews for every single one. I keep not getting an offer though. There has to be a balance
Fr. If you move submitted that many resumes and haven’t found a job, prob in wrong field.
This situation is my mine exactly. Could not figure out where I was going wrong in later stages. Thanks so much for this video
Something that bugs me is when applying for a job just posted and then a month or two, maybe more goes by before ever hearing back from that posting. I got a new job by the time someone reached back out to me. Not sure if they were just collecting resume data or had to post it to appear they were hiring no idea.
Do not be surprised if your resume is used to show off what people they have, hence, they can take projects.
To be completely fair, some organizations have a much slower hiring process.
@benc6503 I've applied to several positions where the job was posted for over a year, and them getting back to me was nearly as long. Look up "ghost reqs" in Brian's videos. Many reasons companies do this for selfish strategic reasons.
I have had that happen before. I have been in situations where it was months after applied that I got asked for an interview. Or months after the interview before I got an offer.
@@benc6503yup I was a hiring manager. Typically I would have to post a role for two weeks. Then I would need another week or two to screen applicants. Then you have to get the interviews scheduled, keep in mind that an interview takes at least a couple of hours. So they would have to be spread out over a couple of weeks or even a month, as I did have a job to do and I can't spend all day doing interviews. Then it can take two weeks or more to get HR to put an offer together. Then if candidate negotiates you have to wait another two weeks before HR gets around to amending the offer. Time between job posting and an offer was 2-months at best. But usually it takes longer.
Great video, Bryan!!
Appreciate it, Manny!
I normally agree with 99.9% of all your videos but this is the one time I can’t agree with you. If it was any other time, I would agree with you but we are in hard times with a very difficult economy. Finding a job now is near impossible. It’s not a resume issue, it’s an awful market issue.
I'm 71 years old, retired now, in workforce from 1971-2017, never worked in human resources (called "personnel" much of that time), never was a hiring manager. Please define the following that I keep hearing in your videos. Thanks.
KPI
ATS
rex or wrecks
onboarding (didn't first hear it from you)
Key performance indicators.
Applicant tracking system. (computer filtering. Avoid these companies anyway)
Hiring. Commie "soft" speak, like "human resources".
I work in corporate America and would never EVER recommend it to my kids and any young person deciding on what to do….go into medicine, go into business for yourself, or become a professional who can open up their own practice ( attorney, accountant, architect)….
needing 4 rounds of interviews for a job that is probably under paying anyway seems bananas
would love to see metrics on using referrals and contacting hiring managers or decision makers on linkedin while or before applying to jobs
I don't have stats at hand, but it's way higher.
The early part of video regarding KPI tied to informing candidates of their application regardless of statuses is interesting. As courtesy is pretty much out of the window, it seems like stick and carrot approach is required to give incentives to hiring departments to promptly inform potential candidates regarding their application statuses.
I found that interesting too, but what I got out of it, is that means anything without a response was probably blocked at the ATS level and didn't make it to getting human eyes placed on the resume/application. So the ratio of no response to any response can probably give a decent indication of how successful you are at getting past an automated screen.
The company ghosting candidates behavior is out of control. Even if your resume gets stopped at the ATS, companies can easily set an auto response to occur. The ghosting is especially obnoxious after 3-5 rounds of interviews, which seems to be happening more and more.
Interesting that any unconscious or even conscious and overt biases against applicants are ruled out as a factor to consider, or at least recognize. I was recently in a mid-senior level interview by a hiring manager and panel interview that consisted of 7.5 women out of a total of 8 interviewers (I am male). The interview did not come across as a serious interview in any way- my hiring manager literally forgot about my interview being on her schedule- the front desk admin had to message her twice! Other interviews I had the interviewer stated "you have more experience than I have!"- which is a red-flag signaling age/experience discrimination. How does an interviewee change an inherent characteristic to make the numbers move?
Answer, you can't change another person's biases.
Welcome to the real world of discrimination, karma for everyone!😊
@@eq2092 But why do they tout their DEI departments and virtue signaling? Why are they the ones unaccountable for acting out the words they publicly spout?
@@frankcorrea8691 I'm not Hindu, so I don't know what karma and tenets of that faith have to do with open discrimination.
If you're a white man I find it hilarious that you are crying about discrimination. What's that song by Alanis Morrisette "Isn't it Ironic" @@cuivre2004
After you accept the offer and HR confirms. Now is background check, when do you give your 2 weeks? before the background or after? Thank you 🙏
When there is a disparity between the rank and file workers and the management, it can also be because the workers were hired by a previous director who had a different philosophy than the new one-they haven't been aligned yet, or perhaps they never will be. I saw that in a biopharma services contract company. The previous directors demanded quality and ethics at all cost-when they left another director came in that was very unethical and unknowledgeable when it came to business, personnel and scientific quality ethics and standards. People saw this and eventually left or were let go due to their mismatch in ethics. Only those who could compromise their ethics remained.
This is funny to me - pinpoint where the applicant needs to improve. Which is one tactic, yes, because none of us job seekers are perfect.
But in tandem with the other videos on this very channel that agree that the job hunting process is broken from a company and/or recruiter perspective, that jobs are being posted so companies can farm applicants, that they’re being posted to make it seem like the company is doing better financially than they really are in actual life, etc etc.
Like I see where you’re going here but…..you can improve your job search and tailor resumes and cover letters all the live long day. You can practice and optimize interviewing tactics all day, or do a crap ton of research into the company’s supposed “culture” to ensure you’re a good fit before applying.
But If they’re not hiring they’re just not hiring, period. If they’re not interested in you, it doesn’t take three months to send a hell nope email, and ghosting someone who out in the effort to apply to your rinky dink job is not a good look. Just like companies want positive references from us, they should want them from potential applicants and current/former employees as well. This ain’t it.
What’s the next stop or option in these cases though? That’s the video we need, from the hiring manager’s perspective because this mess takes up an inordinate amount of time for little ROI and you expect people to be on point in their 4th or 8th interview when you’re also saying having applied to 500+ roles in a few months is normal. What in the entire hell
Another issue to consider: Remote job descriptions are not clear when it comes to what "remote" means. To me, "remote" means "anywhere". But then you see things "Remote NYC" which seems to imply its remote but only in NYC but when you read the job description it might say "Open to candidate in US and Canada". Why did it say NYC? I am in Canada. So I apply. I would estimate 20-40% of my applications have been to remote jobs that didnt specifically define what they mean by remote. The risk here is that they actually do have a geographical limitation but dont mention it. This leads me to apply to jobs which I automatically am not a candidate for because of a different around what "remote" means... !! Ridiculous. So this also has to be taken into consideration - people may be applying to remote jobs that they will be rejected/ghosted because of these reasons.
Hybrid or Remote-city is same to me. You have to be local.
Labor laws still apply, doesn't matter if the job is remote. Any US-based job, you've got to be US work-eligible, so Canada without a US work-visa/citizenship/green-card is right out. Nothing new there. Then State labor & tax laws kick in - depending on the combo of where the company is based, and where the work is performed, that can make all the difference in terms of what labor rules apply, and what kind of employment taxes (and required benefits) are involved.
So when you see a US posting for remote work, you still ought to just look up (or contact) the employer, and find out whether they are authorized and willing to sponsor you (probably not, unless maybe you're a US citizen in Canada), and what State they are based in (still important even for US remote workers). I nixed a bunch of recruiters for jobs that were in States where I knew the labor laws wouldn't be beneficial, even if I was still going to reside/work in my home State.
@@mandisaw There in lies the problem with looking at application vs success ratios. Its not my job to figure out if a company can legally hire outside of their country. So I apply anyway because sometime they are. I leave it to them to decide. This results in more rejections blowing up these ratios. To me as an applicant its worth a shot since occasionally I do get an interview this way. Point here is that looking at these ratios and making specific conclusions about them is bad research and analysis.
@@plextoob Disagree that it's not your job to research the employer, agreed that different situations will yield different target success ratios.
@@mandisaw I agree its my job to research companies I apply to however I disagree that its my job to determine their legal constraints because how the hell am I going to be able to determine their legal employment contraints. The answer is: I am not going to be able to do that. The issue is on the backs of the companies hiring to define what they mean by "remote". If they don't they get my application. I am fine with that however it makes these ratios irrelevant as a metric for determining progress. I think Bryan's, and your, whole approach to this is ridiculous.
Quick one Bryan. Where accomplishments, innovations, improvements done at different jobs must be placed? How many details to be provided?
I’m a recruiter.Mostly,candidates will quit the on going interview at the third round.No body interested in the multiple layer interviews.1-2round enough·
I would like to add for those who are in a passive job search....the amount of recruiters who reach out to applicants where:
The job doesn't match skills or geographic region...it's almost comical how many recruiters expect you to relocate and start the new job immediately.
The job does match, they arrange the screen, tell you what a great fit you are and then start picking apart your experience. My most recent recruiter contact did that....requests the phone screen....then suddenly you're not such a great fit...or the tells you the hiring manager has concerns about your background...then nothing. I'm getting to the point of not responding to these....as it's a waste of time.
Yes headhunters are so annoying. They find a 10-year old version of my resume and call me for a role that I'm overqualified for or doesn't fit. I'm an Aerospace Engineer but some of these people don't know the difference and think all engineers can do the same job.
Yes it's so obnoxious when the recruiter reached out to you and then attacks your skills and experience. I'm always like "WTF" You called me, I didn't call you, nor did I apply 😂
@@eq2092 Recruiters are just going off of broad keyword searches. They don't know what anyone does, or how any particular set of skills+exp correspond to a particular role. They just know to look for the bullet-list of terms on the call sheet, without context or comprehension. It does serve you to be civil/pleasant though, just in case they actually do have a decent position for you down the line.
@@mandisaw that never happens lol. The best jobs are found via networking and referrals. Most Headhunters are morons or lazy and aren't worth my time. The best thing to do is to go directly to the hiring manager and avoid them all together.
@@eq2092 Depends what level and your field/reach. Yes, knowing the hiring mgr personally, or through a referral is ideal, but then you are limited to the span of your own network. Admittedly, some folks are great at networking, but also some fields/sectors are more amenable to it than others (any field with very high turnover, where ppl leave the field altogether, or very high workplace retention, where people don't move around much, makes it harder).
Stellar video Bryan as alway s
I work in tech and there are a METRIC TON of job postings that are cookie cutter. They blandly list the duties you'll perform but rarely know what department you'll report to, what tribal industry knowledge you'll need or finer details. What I want to know is "what projects are you working on"? Not anything specific. Maybe say "we are upgrading our CRM to the latest greatest and need someone with experience implementing CRMs. You will be managing a merry band of misfits and need to keep them in line and manage their deliverables."
Pro tip: get a burner phone line and use that on your resume. Ghost jobs are still as real as ever and employers use resumes to data mine.
Also, switch up your resume after X amount of applications.
Firms need to stop playing nasty games. This is 2023, not 1963
Yeah, things were better then. Now the west has been forcibly globalized and we're getting all the glorious benefits of that and "socialism".
It shouldn’t be this complicated! Ugh.
Are you sure that a KPI hit for a metric based on calendar days is correct? As a BPE, had this happened in my company, I would have had a serious discussion with the numskull who came up with that metric definition. Most metrics time frames are business days, unless timely response is urgent - say, tax-related issues, legal compliance, or something simple as paid support.
Got 1 offer... well, there you go! That's your job.
If i dont get any respons from a company then i consider it not to be serious and that i will never apply to a work for them ever again.
Besides i will warn others for that specific company.
The Indian recruiters rarely get back to you for any reason, good or bad!! I would say, 90%-95% of the time, they will ghost you big time!! I call and email all of them but they won't return the calls and emails hardly ever!!
Because most likely you are not indian. Once in the door, they tend to hire only other indians.
@@Dweeble233 Interesting recognition- I've seen labs in the US that were staffed almost entirely with Asians. They only hire their own as well, even when in the US. On the other hand, the company I was a part of went on a big push of hiring Indian scientists (in order to make the demo numbers look more ESG friendly). This was quite the irony since we were a large/small animal health company, and most of the Indian folks hired were vegetarians, who didn't even own a pet. They only used our company as a steppingstone to get to a human pharma company and never stayed around long.
This is really good to know. I'm definitely going to make an excel spreadsheet
Every other modern country has a system for regular people to retire. In the US, we cheer the elimination of retirement benefits for workers, applaud tax cuts for the rich as beneficial to everyone, and then complain that we can't retire. Love it.
The fact that old people work into very old age now also makes it hard for young people to get jobs.
I've got a question for you guys. I finished my resume and think it looks pretty well designed , professional and with a hint of personality in the template. But I'm told people find on tik tok recruiters saying that your resume needs to look a lot less stylized, no colours, no fancy interface, just black and white.|
Yet I see in the comments people making fun of those recruiters and saying those resumes would be useful for a company looking for a candidate without a personality.
I did a test on it and it said only 50% of it was parsed successfully, so I''m not sure if I should re-do all and make it look like the rest, or keep applying with my actually good looking one, but risk getting tossed before a recruiter even sees it
This isn't that helpful. Most of us get response rates of less than 2%, and it's common to get even less now. Do you have any ways to work around that?
What do you do if after 7 years your company hires Cutthroat managers and is trying to completely change the atmosphere ( culture) of the company and your division. I've never seen so much micromanaging going on. Being a solar Superintendent at my company has always been incredibly stressful but at least we had a lot of freedom to create our own procedures. I've never experienced such a dramatic change in our management
This is a hint to start looking.
You find another job.
Random question, but do you know the name of this type of flow chart that he used? I absolutely love the visualization it provides and want to use that with my own sheet.
I’ve submitted my resume at least 10 times a week over the last 10 years and have received no feedback on 75% of the jobs. I have had a handful of interviews over the years and have received 0 jobs offers.
I know people give you guys crap about cultural fit (me included!), but I think it should be more quantitative. Hiring managers love having that exclusion card to pull out when they don’t like someone. Maybe they should learn to deal with different types of people?
Honestly, who even has time for 3+ interviews. In my opinion, everyone should know what they are looking for and if its a good fit. Especially knowing how alot of jobs will be interviewing multiple people, and candidates will either be 1) Needing work 2) Interviewing with multiple jobs or 3) Currently in work, this process is nonsense and will draw out another couple weeks easily. We know its generally not going to be a situation where these interviews are just back-to-back days. It will have buffer periods and more nonsense going on. I know typically marketing, IT, coding, etc will have interview processes like this, but I think its garbage and I wouldn’t want to deal with an organization or process like that. There is too much nonsense and game playing going on.
Lately, you pretty much blame the candidate for their shortcomings. Like i know its a skillset and it takes an effort but we all know tons and tons of unprofessional companies who waste candidate time.
Why do you insist on the paradigm that it's the evil companies that are the "bad guys"? Most applicants are absolutely trash and shouldn't be wasting everyone's time with hundreds of applications to things they aren't even qualified for.
Those numbers seem similar to my tinder numbers. From first matching, then 1st date, then 2nd date, 3rd date, then offer to be in a relationship.
These 4 round interviews are just a waste of time. I don’t have time for anything where I’m not going from the recruiter to the CEO/COO or direct manager phone interview then an in person. Anything more in my experience is just wasting my time & the sort of rubbish a huge company would do….where you lost in a sea of people. I actually do pretty well with interviews & even with little effort I often get multiple job offers with good companies
Is appying to remote roles right now a bad move? My company had 2,500 applicants to a fully remote acct mgr role that pays averagely, with a terrible glassdoor rating (in the 2's). I keep reading articles about most companies wanting hybrid or full time in-office employees. Are hiring chances better for in-office roles?
i would think so everyone wants remote now
Leave cities and return monke seems like a better option...
500 and 1 offer. Doing better than me. I’m probably at almost 3000 and haven’t gotten a single offer.
Idk if i’ll ever find a job again since I don’t have a work permit and absolutely no one even looks at my resume. Any suggestions ?
107 interviews? Holy crap
Would it be appropriate to ask in an interview how many other candidates are being interviewed?
How the heck did he get an interview every 5 applications (on average)? I have nowhere near that ratio.
Never had this happened to me before getting rejected after third (panel interview). Anybody else experienced this?
Linkedin should give you the posibility of knowing at least how many applications yo did
theme music is back!
People pump out the same generic CV instead of making a custom made one that's actually suited towards the job and are then surprised when they don't hear back - people are writing those specific CVs.
It's easy to see what's wrong with that strategy but not so easy to see how to fix it. I'm constantly astonished at how rare it is that any job search coaching include any guidance on the customization process, and to a lot of people it's not obvious what needs to be done.
@@peterg76yt I've seen a few videos that go through how to determine what some "key words" are from a job posting. You then have to "shoe-horn" those key words into your custom tweaked CV/resume. I have even heard of people inserting those key words into their CV/resume even when they did not have those specific skills, but then use WHITE lettering in Word in order to make the words invisible to the eye, but not to the ATS screening tool. LOL!
@@cuivre2004 lol we used to do that in the early web days to force keywords into search engines.
Bingo.
Hi! I really wonder something: companies in my country never require case study from candidates, but the competition is high and I want to impress the hiring managers in the Finance Department. I am underqualified for most position and should I prepare case study, financial analysis, and present them in the interview? Is it worth to shot ?
No, don’t. If these people are asking you to do a case study and you have actually gone in the field to collect this kind of data, they might be brewdogging you (ie, solicit free work from you under the guise of a project).
@@Schreibaby actually they never want these things in my country. But I want to stand out my candicacy cause there +1000 applicants. I thought maybe I could be likeable in the interview by preparing financial reports to show I am really interested in this role. What do you think?
@@siruskaadora290 I think your skills are worth your weight in gold, and employers SHOULD compensate for the time you put into your work. But if you want to I say stand out with with presentations you came up with on your own and see how they value you.
There's nothing wrong ...let the universe decide for you and don't force it...just be you!
It's such a dog and pony show.
1 offer per 550 applications is about average these days
Lol, maybe if you include all demographics together, which isn't a good indicator. That's like saying > 1/2 of marriages end in divorce but including all types of "non-traditional" things. If you're a traditionalist with a real marriage in a real church, it's very very low -- the lowest of demographic groups, in fact.
Topics that I never see you describe, and perhaps I have missed it, is that most of the job search engines out there now are automated bots, phishing for your resume and then distributing it to other automated bots in other countries. Let us not have to say out loud which country your resume is distributed to but you know what I am talking about. I am older than you are and I remember the day when the recruiter, first of all, spoke the same language that you did, and knew something about the industry that he was recruiting for. A real live human being. The recruiting industry is more than broken. To say "broken" would imply that there was something that could be done to fix it. It is almost non existent. When you hear from a live person, it is foreign teen ager speaking about things that they know nothing about while lying about everything. And, the same job posting goes to 100 places, so that you hear the same song and dance from different "recruiters".
The economy (hundreds of applicants for good jobs)
What if I'm just not a good fit for any job?
Do something on your own. You know, like people did for most of all history.
I have worked for 5 different major companies in the USA, I have never gone through more then 1 interview round. You may have a panel interview or you or talk to multiple people on the same interview visit but that's it. None of this 2, 3, and 4 inteview rounds where you have to keep coming back, I would never put up with that BS if that was the case. LOL
If you loose a job and have to find new work quickly - and all the positions are filled like this - then you don't have a choice. The hiring process for white collar jobs is very different now than how it worked 10 years ago. It can be a battle just to get past the first round of automated screening to get human eyes on your resume.
Most professional jobs are at least 2-3 rounds, minimum: HR/recruiter, hiring mgr (maybe a committee/panel), the actual manager/supervisor you'd be working for. If they end up with multiple finalists, or if there's some delay or change in the position during the process, then you might see another 1-2 interviews to get to that final decision/offer. Executive searches are even more involved, as you may well not be able to interview with say, an entire Board at once, and so have to do various 1:1s with key stakeholders.
One-and-done interviews are only at very small firms (< 50 employees), or for some low-skill/high-stress jobs where the churn is so high that the job itself weeds people out.
Race and gender and age are always a part of the corporate culture.. included with the internal corporate culture he described. Always. Always. Stats show that black men w/no criminal history have less job search success than white men with a felony. It is what it is. This persons personal info is not mentioned. But it would be relevant to know. It is a factor that shouldn’t be ignored.
Stop lying. The only "studies" on that are bogus, tiny sample groups, published by highly politically motivated individuals and groups, are unreproducible (like 80% of studies now), and often blatantly lie or rely on self-reporting which is notoriously biased. On the other hand, there are much more credible studies which show exactly the opposite - anyone but "wypipo" hired and promoted by "diversity, equity, inclusion" boards in direct conflict with qualifications and meritocracy, women hired and promoted far ahead of men with equal qualifications and experience. The exception does not disprove the rule of what we're seeing constantly being forced disproportionately.
Is there a possibility that this candidate is neurodivergent? Many autistic people have all the skills, but have trouble getting this through in interviews and will come across as a poor cultural fit. But in that case, would it not be illegal for a company to claim a disability is a poor cultural fit?
No, its about unforeseen economic situations, companies doesnt want to risk their capital by hiring somebody because they all watch giants (meta, google etc..) Its not single about interview or candidate's condition.
Have you looked at the economy numbers?
Inflation is out of control
Which affects everything.
Of course this market sucks.
Reverse engineer all you want.
funny, the latest numbers show the lowest unemployment in years and inflation quite slowed.
Only thing i know: After this situation over in the future, if i meet with a hiring manager who talks about loyalty to company, i will just tell him/her go f yourself... tables will turn
I’m amazed this person is getting 20% interviews even at the early stage. I’ve applied to over 1000 openings and have only received 11 interviews of which only 6 reached the final round. I have almost 5 years experience at a Fortune 500 company and 2 years as a manager, hired a resume writer, curated my cover letters, and I reach out to recruiters and still get ghosted about 90% of the time. Is there any way to improve my chances or is this just how it is in 2023?
I’m amazed this person is getting 20% interviews even at the early stage. I’ve applied to over 1000 openings and have only received 11 interviews of which only 6 reached the final round. I have almost 5 years experience at a Fortune 500 company and 2 years as a manager, hired a resume writer, curated my cover letters, and I reach out to recruiters and still get ghosted about 90% of the time. Is there any way to improve my chances or is this just how it is in 2023?