Another "valuable" Yahoo article. It goes on to say, "The site's data show that 30 percent of people who apply for a job on Mondays advance to the next stage of the hiring process. That's better than the success rate for any other day. Saturdays are the least successful day, when only 14 percent of applicants advance." How about managers that do not get the resumes until Monday for anyone that applied on Saturday? Who writes this dribble? Monday Best Day to Look for a Job | ABC News - Yahoo
To be fair, it's actually an abc news article posted on Yahoo. See, they don't just create dribble. They sometimes outsource it, too. If the data presented is accurate, it simply falls into cum hoc territory, making it useless and therefore not worth writing a nationally syndicated article about.
I think what the article is describing is significant, although they don't know why that is. Dropping off an application, either in person on online, would seem to be to be time-neutral. That is, we apply for a job and then later get considered. Why should it matter what day we apply? But it seems that it does.
One I declined, but I interviewed on Monday. They are having me come back to do a teaching demo....we shall see how it goes. I'm not sure what going pro would be, professional job hunting lol?
Oh, okay. That's not so much my cup of tea, too much pressure! I did a consulting gig once before, but I don't really like telling people what to do if you can believe that ha ha.
I think that Sunday is the best day to apply for job as your letter will be at first consideration on Monday morning.
If online applications are feeding into an HRM database does it really matter when you apply? Doesn't some HR generalist just plug keywords into the database and then filter through the search results? Seriously, I'd like to hear from some HR professionals on this. I've always gotten my roles through networking/people I've known, but since my move I've been applying blind to some jobs. Not having a ton of luck thus far, but it's only been two weeks.
I have an open position in our department. The resumes go into an HR system (Taleo) and I just access the system and look at the resumes and any other attachments. I don't care what day it came in, it all depends on when I find time to log into the system...and it is certainly NOT Mondays.
Yeah, but do you look at all the resumes, or do you filter using keywords? I'm seriously interested in hearing more about how that is handled. I spoke with someone in HR at a major sports apparel company and she told me that only 10% of their hires come from online applications, they actually source the talent themselves for most of their openings.
Since this position is very specific, I look at every resume because the applicant poo is so small. The position has been posted a week and I got a dozen resumes.
That's a relief! It makes it easier to flush out the competition and find that little nugget of greatness swirling around when a heavy load of applications is plopped down in front of you. :Flush:
Now that REALLY made me laugh. I would say that was a type-o but you have no idea what candidates I spoke to today!
I hospital group I work for gets 2,000 apps a month. I can ask the recruiters how they handle it if you really want to know.
Sure, I'd be curious to hear more, especially for less specialized roles, about how an HR department handles the filtering process. I think it would be eye opening for a lot of people here.
It may be a bit different for environmental services vs. cafeteria vs. nursing vs. management. I will find out next week and report back.
The company I worked for used software to match key words in my requisition with key words in applicants resume. Qualified resumes were then sent to me to select candidates for interview. What I learned from that is to include key words several times in your resume. Note that most of my hires were engineers I knew already from industry, from conferences or from authoring technical papers.
