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Facts About and Solutions for the Dreaded Double-Submittal

Facts About and Solutions for the Dreaded Double-Submittal

You’re getting dozens of recruiter calls, and they all want you. You’re happy. They’re happy. Your resume is in front of multiple clients for multiple jobs.

Then you get another call from the recruiter that goes like this…. “Sorry X, the hiring manager rejected your resume because you were already submitted to them by another recruiting agency.”

No big deal, right? You just wanted to make sure that your bases were covered and the more agencies that submit your resume to the client, the better.  Unfortunately, that is not how it works. Multiple submittals to the same position are not harmless. It is, in fact, quite the opposite. It is harmful to all parties involved: The Hiring Manager, the Recruiting agency, the recruiter, and you.

The Chain Reaction of a Double Submittal

A double submittal to a client / hiring manager has little chance of going unnoticed with the sophistication of applicant tracking systems. When more than one recruiting agency submits the same candidate, it is typically discarded and rejected by the client.  This hurts the hiring manager, because they lost out on a potentially great candidate. It affects each recruiting agency who submitted the candidate, as it reflects poorly on their ability to vet the candidate. It also impacts the candidate because they have allowed multiple recruiting agencies to submit their resume to the same job.  When this happens, you, the candidate, will no longer be considered for the role.

You obviously wanted the job. You may not have even known you applied for the same job through multiple recruiters. But it happened- and now you’re out of a dream job for an error that could have been avoided.
In addition to this, the recruiters you worked with may feel that you are unorganized or that you may have tried to beat the system. It can take a lot of time and collaboration to present a candidate to a client properly and that time is now gone for them, you, and the hiring manager.

But wait. I didn’t mean for any of this to happen.

Avoiding the Double Submittal

Multiple submittals by accident happen all the time. No applicant intends to hurt their chances getting a new job. With so many recruiters and so many similar positions, it is an easy trap to fall in to.

The best ways to avoid being submitted multiple times are organization and communication with your agency recruiter. Document thoroughly each job you have been submitted to. Write it down! Know the client name and location where your resume is being submitted. Also know the job title and job number.  The more you know the better and if a recruiting agency doesn’t share this information with you, then end the call right away.  Reputable recruiting agencies will share this information with the candidate.  If you speak to a second recruiter and are given the same client, job title and number, you will know to decline being submitted a second time.

If you have any questions, please feel free to contact a member of our team at (407)515-6020. 

2 Important Resume Boosters to Catch the Eye of the Most Critical Reviewer

2 Important Resume Boosters to Catch the Eye of the Most Critical Reviewer

Applying for work is not like it used to be. What was once a face-to-face request for employment is now an automated system filled with hundreds, even thousands, of resumes per position. A simple Google search will bring up an endless string of resume tips and tricks, each designed to make your resume or cover letter shine out against the mass of others in front of the hiring manager. Imagine a thousand shining resumes- pictures, graphs, wild color schemes, and stories about “why I’m the perfect candidate”. How does anyone truly stand out?

The answer is simple: Clear communication.
In this article, we are focusing on two key features of your resume: verb tense and skill placement. These two features will help explain clearly to the hiring manager what you are capable of.

Verb Tense

I review dozens of resumes per week. The NUMBER ONE overlooked item is verb tense. Your resume is the timeline of your career. It highlights what you’ve done in the past and what you are doing now, and it is important for any hiring manager to know the difference.

Here is an example:

The items in yellow indicate that the candidate is actively doing these things.

“I (currently) edit various publications.”

                                                                                    “I (currently) develop marketing content.”

The items in blue indicate that the candidate did these things in the past.

                “I coordinated programs (in the past).”

                                                                                      “I communicated effectively (in the past).”

Perfecting your verb tense helps you communicate clearly, and excellent communication skill is a key requirement from nearly every one of our clients.

Skill Placement

Proper skill placement is very simple.

Dedicate a section of your resume to skills. Be sure to include anything relevant to the position you’re seeking. However, do not stop there. Be sure to include each of these skills in the employment section as well.
In all, each skill should be listed at least twice.

See the example below:

The candidate has clearly listed their skills and, through use of the employment section, demonstrated how each of these skills was used at a professional level. Again, the formatting is all about clear and accurate communication.

There are endless ways to make your resumes stand out, but clear communication is crucial in making even the most basic resume appealing to hiring managers! So before you submit, make sure to follow these simple guidelines to make things clear and concise. Detail your past and present accurately, and place your skills strategically.

Is the Traditional Resumé Passe?

Is the Traditional Resumé Passe?

In a world where technology seems to be dominating over traditional elements of our lives, such as the way we get our news and how we read our favorite books, it seems as though paper resumes will eventually disappear too. With the individual’s digital footprint on sites such as LinkedIn and Facebook, and all types of online portfolios, many question the sustained validity of the paper resume. That being said, many IT companies are trying new approaches to recruiting the best and brightest.

Consider for a moment the purpose of a resume. Companies want to get a snapshot of a potential employee’s abilities. While the trends for new types of resumes are always in flux, many industries accept new, creative visual ways to showcase talents. The trend for a narrative has taken shape in recent years. Take for example the IT company KeepSake, decided to experiment with their existing hiring practices. The concern was interested talent could not get through the filters or compete with the educational backgrounds of many of the applicants they were seeing. Instead of traditional resumes or CVs, they asked for a narrative that highlighted the individual’s best project.

Out of more than 400 applicants, the company had a massive amount of work to do by reading through not just a characteristically easy to read dossier on a person’s career but a story. Certainly the variety of writing ability and style were tremendous, but what really happened is a closer, keener eye was put on the candidate. The company embraced this new model and still enforces this strategy for new talent because they were happy with the end result.

The knowledge and preparation of a staffing company with attention to client needs and high levels of service cannot be replaced. Their methods are always being tested and assessed. After all, the determining factor for hiring quality people with a solid fit for the company’s culture and values remains the expert, human element. This means that being open to the many varieties and techniques job seekers are using to rise above the crowd is becoming more crucial. Whether it is an infographic resume that appeals to the data and visually based audience, or YouTube videos or Slideshare presentations, there is no shortage of new ways for candidate’s to showcase their accomplishments and credentials.

At Software Resources Inc., we understand and welcome the evolving staffing landscape and we pride ourselves on connecting talent with technology to deliver results.


Interviews – Why first impressions may not be your best impression

Interviews – Why first impressions may not be your best impression

We’ve all talked about how well someone interviews, gets selected for the position, yet didn’t perform as they had claimed in the interview process. As a hiring manager, how can you ensure the interview process will identify the right candidate?  You have done your due diligence to narrow down your list of top recruits. They’re lined up outside your door, about to sell you on why you should award them the position. You assume your candidates are ready, but how prepared are you?

The interview is probably the most important point in the hiring process and can be one of the most challenging. Most managers don’t take the time to properly prepare for the interview. They rely too heavily on instinct and first impressions, which can be biased and often influenced by too many variables.

First impressions are a powerful influence, good or bad, so how do you ensure that you don’t let them become such an overbearing factor in the interview process? How do you ensure the success of the interview will be based on facts about the candidate and their responses related to the company and the position?  At Software Resources we have developed a list of Interview Tips that will help our clients overcome the challenges of interviewing and ensure the best possible candidate is selected.

  1. Determine what you need most from the candidate in this position and how would you identify those skills or qualities.
  2. Communicate to the candidate prior to the interview the best way for them to share past work.  Prior to the interview have them submit a portfolio, complete a skills test, or simply ask detailed questions about the skills they will be expected to know during the interview.
  3. Give the candidate an opportunity to express how they will add value to the position and the company.
  4. Dig deeper if there are any questions raised by the review of the application, cover letter, resume or references.
  5. Be clear about your expectations for the position and all challenges the candidate may face.
  6. Incorporate into the interview an opportunity for the candidate to demonstrate how they would problem-solve and overcome a potential challenge.
  7. Have the candidate share a past mistake, how did they overcome the mistake and what did they learn.
  8. Get the candidate’s perception of the company, the position and what it will take to be successful in this role.
  9. Determine what motivates the candidate.
  10. Ask questions that will unveil the candidates true passions.  This does not have to be career related.  Understanding what someone values will help determine if they will fit into the culture of your organization and what will keep their long-term commitment and loyalty.
Your Social Media Résumé

Your Social Media Résumé

Nowadays, your online persona is your résumé. With online job sites and professional networks such as LinkedIn, it is important to make sure routinely that your information is accurate and up-to-date. It helps to make a social media checklist so that you can ensure your information is current for potential employers not just on hard copy, but digital as well. For example, if you’ve ever used a jobsite that stores your online profile including past work history, education, etc. you want to make sure that is as current as possible. Keep track of the sites you use so that when your job experience changes, you can update it on each site. This prevents potential employers from seeing old information, thus possibly preventing you from getting something you want.

It’s also important to ensure your online referrals and references are relevant. Do you have people lined up who know you have listed them as a reference and will respond to a potential employer’s calls? Many people don’t include references on their online résumés, instead thinking that companies will just ask for them during the interview process. But references are an important aspect to add to your online persona as they are an easy way to set you apart from your competition. Don’t be afraid to ask people to be your references. The more a reference knows about the job you are applying for, the better they can answer the questions about your background and qualifications.

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Next, if you’re actively using professional networks such as LinkedIn, you want to make sure you’re using the endorsements tool correctly. Similar to references, don’t be afraid to ask for endorsements (as long as you know the person you are asking and it is relevant). Endorsements help companies look at the unique skills of potential candidates.

Let’s say you are applying for a position as a web designer. HTML, JavaScript, SEO, and Project Management are skills that employers will be looking for. If numerous people have endorsed you for those skills on your profile, it will definitely better your chances at getting an interview over someone who has not been endorsed for those skills. It’s an easy way for companies to quickly look at your skills on a whole. Make sure you return the favor by endorsing people for skills that you know they have.

How to Interview Your Hiring Manager

How to Interview Your Hiring Manager

Software Resources has been matching best-in-class IT candidates with technology-centric clients for more than 20 years. While our job listings offer clear and detailed job descriptions, duties and requirements, we find that candidates often do not prepare for the job interviewing process thoroughly. While reading a recent article on LinkedIn that was trending in the recruiting and hiring pages, our thoughts were confirmed.

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The article, How to Interview Your Hiring Manager, discussed how people are consumed by worrying what questions they are going to be asked in an interview and how to respond to them, but don’t take time to think about questioning the companies themselves. Author Rajat Taneja advises interviewees tor read analyst reports, browse the company’s job site, look at how long the jobs have been open, and find people in their extended network who may be familiar with the company’s culture. “Just as you wouldn’t invest your money in a stock without researching it in great depth, don’t invest your human capital in a company without a lot of due diligence, ” Taneja writes.

We agree. We want our potential hires to know about the company they are interviewing for and be prepared to ask questions about the company thus engaging themselves in the entire process. After all, your job is where you’re going to be spending the vast majority of your time, you need to make sure you’re making the decision that is the best fit for you.

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