We recently interviewed Adam Shandler, a seasoned Talent Acquisition and Talent Development professional with 20 years of experience, to provide his expert advice on the job search and application process. As a recruiter, Adam has seen it all when it comes to job applications. Today, he's pulling back the curtain to give you an insider's view of what happens after you hit that "Submit" button. Buckle up, job seekers—you're in for quite a ride!
1. The Resume Tsunami
Let me paint a picture for you: imagine 2,000 resumes flooding in for a single job posting. Yes, you read that right – two thousand. This isn't a rare occurrence; it happened for a senior-level marketing role I was tasked with filling.
How do recruiters handle this deluge?
Here's my approach:
Internal referrals: My first stop is always our internal network. Who in the company can vouch for a candidate?
Personal network: Next, I tap into my own professional connections.
The rest: Only then do I dive into the sea of blind applications. Why this order? Simple. I'd rather invest time evaluating known quantities than sifting through a mountain of unknowns.
Pro Tip: Leverage your network. Internal referrals are often prioritized, so if you know someone at the company, ask them to refer you. A personal connection can significantly increase your chances of standing out in a crowded applicant pool.
2. Job Searching: A Numbers Game
Out of those 2,000 applications, I typically screen 10-15 candidates to get 3-5 super-qualified resumes to the hiring manager. That's less than 1% making it through the initial screening. Sobering, isn't it?
Pro Tip: Tailor your resume for each job application by highlighting relevant experience and skills. This increases your chances of making it into that top 1% and getting noticed.
3. The ATS Mystery: Solved
There's a lot of buzz about Applicant Tracking Systems (ATS). Let me demystify it for you.
An ATS is more than just a resume database. It's our system of record for managing candidate flow, resume review, and the entire hiring process. It's also crucial for compliance and reporting – think EEOC and Department of Labor requirements.
Here's the kicker: many ATS now have built-in AI screening processes. Why? Because a recruiter at a Fortune 500 company might be juggling up to 50 open positions at once. That's potentially 50,000 applications to review!
Is it perfect? No. But it helps us deal with the sheer volume of applications we receive.
Pro Tip: To increase your chances of passing ATS filters, job seekers should ensure their resume is well-formatted, uses industry-relevant keywords, and avoids excessive graphics or unusual fonts that could confuse the system.
4. The Dreaded "Application Abyss"
If you ever feel like your application vanished into thin air, you're not alone. Here's why you might not hear back:
Volume: Remember those 2,000 applications? It's physically impossible to personally respond to each one.
Busy-ness: Recruiters are often juggling multiple roles and priorities.
The human factor: Delivering bad news is emotionally draining, and some recruiters do avoid it. Additionally, remember those 50 open job positions? Recruiters want to produce results just like you do in your work. That means filling a role and moving onto the next open job. ATS’s do have automated response features, and recruiters do try to get back to everyone, at least digitally. Once a candidate is dispositioned as a “NO,” the ATS auto-generates a message to that candidate.
My advice? Again, leverage your network. Do you know anyone at the company? Can someone refer you? A personal connection can make all the difference.
Pro tip: If an employer has a “Join Our Talent Community” option, join it. It’s a great way to get alerts about jobs, application tips, and to learn more about company culture. Often times, these community alerts will even provide info on the application and follow-up process. Plus, you may learn about some of the company’s current employees. This could inspire you to reach out to them on LinkedIn with an introductory message.
5. The Cover Letter Conundrum
"Do I need a cover letter?" It's a question as old as time (or at least as old as job applications).
Here's my take: If the job ad asks for one, absolutely include it. If not, it probably won't hurt to send one, but it's not a deal-breaker if you don't.
Pro tip: Invest more energy in networking and polishing your LinkedIn profile. If I have time, I'm more likely to check your LinkedIn than read a cover letter.
6. The Follow-Up Fine Line
Following up shows initiative, but there's a fine line between persistent and pushy. Here's my rule of thumb:
If you were given a If given a timeline, wait 2-3 days past it before following up.
Follow up again one week later if you haven't heard back.
Remember, delays aren't always personal. Internal priorities shift, roles get put on hold, or internal candidates emerge.
Keep moving forward with your job search while waiting for responses. Don't put all your eggs in one basket.
7. LinkedIn Optimization: Your Digital Resume
In today's digital age, your LinkedIn profile is often the first impression you make on recruiters. It's not just a nice-to-have; it's a must-have. Here's why:
It's the digital version of your resume, but with more depth and dynamism.
It showcases your professional brand beyond just your work history to include speaking engagements, volunteer work, articles and industry associations.
Pro Tip: Before you update your resume, refurbish your LinkedIn profile. Make it a living, breathing representation of your professional self.
8. Closing Thoughts: Your Job Search Roadmap
Navigating today's job market can feel like a full-time job in itself. But remember these key points:
1. Leverage your network: It's often your fastest route to a new opportunity.
2. Optimize your LinkedIn: Make it impossible for recruiters to ignore you.
3. Follow up thoughtfully: Be persistent, but respectful of others' time.
4. Keep moving forward: Don't pause your search while waiting for responses.
Remember, job searching is as much about resilience as it is about skills. With the 8 things we've covered today, job seekers now know additional insights about the recruitment process. My last bit of advice: Stay positive and keep refining your approach!
About the Contributor:
Adam D. Shandler has over 20 years of experience in both Talent Acquisition and Talent Management. He’s worked in executive search, health care, pharmaceutical, and medical device companies, many with a multi-national presence. Adam has twice won “Learning in Practice” awards from Chief Learning Officer Magazine, and in 2022 won HRO Magazine’s Talent Acquisition Leader of the Year for non-profit organizations.
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