5 tips for you in dealing with candidate software

In the future, I read in a recent article of the Bertelsmann Foundation, more than 70% of companies will use software for the selection of future employees. The screening of hundreds of applicants for job advertisements is too time-consuming. In economically challenging times, one can even speak of a flood of applicants.

Software tools and search algorithms simplify the sorting process and only present applicants with the required qualifications for screening. Interestingly, more than 50% of the applicants reject such a procedure. The fear of not being perceived individually, of being just a number in a selection, being faced with a selection algorithm, fills many applicants with mistrust.

Whether applicants like it or not, the use of algorithms in talent selection has become standard. Here are a few simple tips on how you, as an applicant, can get along with algorithms. Increase your chances of landing on the right pile!

Tip number 1: When and how is an algorithm used?

At the latest, when your application is not sent by mail but uploaded via software, you have landed in a recruiting tool. You do not know who receives and evaluates the applications. There are no names of recruiters, HR or hiring managers in the advertisement. Your application is evaluated by an internal or external recruiting center. These centers usually work with software and are increasingly located abroad. The recruiter is briefed by the company to filter out only the most suitable applications. Recruiters and the applied software tools work with checklists. Most of the time, there is a lack of in-depth understanding of the job. This can also mean that customs common in Switzerland are no longer observed. Also, local background information, which one would expect from a local reader, is not present.

Tip number 2: Beware of Full Text - Algorithms do not interpret texts!

Algorithms are not monsters, but tailor-made tools that read information and process it according to a defined pattern. Important for you to know: The algorithms that are currently used in personnel selection do NOT have an understanding of the text:

A cleverly formulated cover letter is therefore worthless. Also, letters of motivation and the like are hardly read functionally. Therefore, pack ALL information into the main document: the resume. The cover letter should not exceed a polite two-liner unless explicitly requested otherwise.

Tip number 3: Concentrate on the requested documents, be careful with attachments!

Enclose only the requested documents. Many attachments increase the amount of data and are therefore not accepted by the systems. As elegant as it is to put a cover letter, CV and documents together in one pdf file. Be aware that in a pdf file ONLY the info is read that was created from a Word file. Certificates are image documents that give the software very little information about the content of your application. The content information from certificates is therefore not available in the system.

Tip number 4: Organize skills into keywords, supply checklists correctly in English!

Recruiting software works with checklists and keywords. The information from your resume is read into the designated infoboxes. If the advertisement is in English, your application documents must be as well. Be careful with translations of education and technical terms! A highly standardized resume is useful. You must describe your skills in a way that is customary in the industry. Ideally, exactly as they are used in the job advertisement and on the company homepage. For example, if a degree or a job as a "chemist" is required, this term should appear exactly as it does. The job title "Analytical Scientist small molecules" is then not recognized, although the specialist would know that this can almost only be a chemist.

Tip number 5: Beware of automated preliminary questions

Shortly before you can send your application, automated questions come up. These are to be answered with mostly yes-no, rarely with text. Attention, these questions give points and catapult you either on the right pile or in the out. Typical point questions are language skills, sorted into international standards. For example, "German B2 level" yes or no? "Do you have a valid work permit in Switzerland?", or terms from the professional world: "Have you worked with HPLC", "Do you know GMP regulations". You can assume that these are knock-out questions. Make a note of the technical questions and add them to your application notes. They will come back in the next follow up step. And at the latest then you should answer them correctly with appropriate examples!

Have fun with your applications!