A PwC report last year suggested that £930 million pound is lost annually
through a lack of productivity in mismatched talent across the UK. So what happens to the Beveridge Curve when you get this skills/job mismatch? Something like this...
The process of getting the right candidate for the job has been so refined through on-line processes that it is in danger of obliterating the person in favour of the tick-boxes and algorithms. Where is the real person in the applications? The nuances and judgements that a good interviewer would bring to the selection process don't come in to play until way down the line, after all the skills and talents have been 'processed' by the clever automated application software. How do you read someone's personality effectively from an on-line form? How do you assess those all important soft skills, non-verbal and physical communication, influencing skills, conscientiousness etc?
Well here are a few tips from those in the know for applicants generally:
- Use 'doing' words e.g. managing as well as management
- Ditch the word 'assistant' in favour of 'executive'
- Follow up on your application by calling the HR department or recruitment agency
- Make sure your CV is scannable - no fancy boxed formatting and the like
- Your LinkedIn profile is important - many employers will check it to verify your claims
- Don't be flippant - these were genuine comments in CV's : "I have technical skills that will simply take your breath away" and "I can type without looking at the keyboard"
