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folks it's Diane who's the accidental career coach my first day one of the reinvention 30 days challenge so I'd like you to take just a minute and send an invite to anybody else you know and I want to thank you for joining this challenge it's very exciting we're all sitting at home or locked inside let's use this time proactively and productively to make sure that our careers are on track as much as humanly possible when the world opens up for business hopefully by May first so this is the entire month that we're going to spend 30 days to fine-tune our job search skills to really understand what's happening in the job market to figure out how we can optimize our job hunting tools and make sure that we are the best we can possibly bees that when things change and opportunities open up and they will be opening up very shortly that we are ready to thrive in the new economy we don't know what it's going to look like it's going to be different lots of things are happening in the world and I want you to be ready to really capture the exciting changes that are going on so let's start talking about reinvent your career in 30 days the whole purpose of this is to give you the skills you need and we're on day one and I want to talk to you about the hiring funnel it is so important that you understand that the world of work and online applications changed dramatically about 10 years ago and nobody ever sent us the memo nobody told us just kind of happen quiet and we hear about it but I'm really want to help you understand all the many changes that have gone on in the world because it's really dramatic about 10 years ago when the internet really became very popular and you got all the job boards and companies like LinkedIn started promoting and you had monster and Careerbuilder and so many different online platforms that would help employers find jobs that the world of work and of women changed dramatically so today any job application that you want to apply for any job posting their position they're all online and even if you go to an employer and you talk to an employer and I say yeah we'd love to have you but you for HR reasons you have to apply online and they want to do that for fair hiring practices they don't want to be accused of not considering everybody for whatever reason so it's really important that you understand that even if you have a shoo-in to a job you're still going to have to go online through the job search portal and what has happened in these past 10 yrs is that job postings and job search has become global and immediate so that everybody around the world can see it there's all these companies that you know about career builder and monster and all these different positions but all these companies go out and they harvest the leads on any company and they post them so even if Boeing for example posts on the Boeing website companies are going to take that and promote that throughout the web to all these different job search sites so that you're going to have massive competition that we've never seen before and that competition is instantaneous because they can click a button apply right away and it is worldwide so it's global so everybody can see that ad the average ad ing to dr. John Sullivan who's an expert in this area the average ad for an administrative position not at $30,000 $50,000 your position gets seen by a thousand people and 200 people start to apply for that job now for a number of reasons only a hundred people end up completing the application there's a couple reasons for that number one we all get distracted and go away and phone rings and we never get back to it number two during the application process you may realize you're really not the best candidate and why bother and the third one is that a lot of online recruiting programs actually screen people out in the process so it'll say do you have it for your college degree yes you can continue and no thank you very much for your interest in our company you have at least five years of work experience yes you can you know thank you very much for your interest in our company and so they're gonna have some screening criteria throughout the application process that prevents you from even completing the application a whole new trend that's happening now is one way video interviews and that is you want to interview you go into a platform that asks you questions the computer ask you questions so you're looking at a computer just like I am right now and it asks you questions could be audio or written and then you are doing a virtual video interview with a computer and you're answering your questions and some people just say I'm not going to go there I'm not gonna do it it's insulting or I don't want to do that and so people eliminate themselves from that process of applying but out of the 100 that gets through which is about 10% of everybody who sees the ad about 10% finish up making an application now on the regular job for that administrative position that's a hundred applications by recent posting for a vice president at Google at 4,000 applications you can understand this is a massive amount of applications and no human being can possibly go through and and look at those I mean the content that comes in to companies is so overwhelming that they had to resort to a system that automates it and that's called the applicant tracking system or ATS and I'm sure you've heard about that there are a number of different companies that offer ATS systems it's a system not a specific software so many different HR companies and recruiting companies have an ATS system and what the ATS system does is is it allows the employer to put in a number of keywords for that position now there's secret keywords they don't tell you what those keywords are and so they're going to put ten or twenty whatever keywords that they want that helps them screen for that position and then when you apply your resume is scored by this system and given points or percentages and so it's going to tell you what percentage completion of these keyword man as it has and it's gonna rank things ing to how many times you use the word and where it appears like if it's to the headliner it's up high and have you know frequent it is and but it doesn't have sometimes the ability to distinguish things so you might say as an accountant you use QuickBooks okay that they might be looking for an accounting platform okay or you might say that you're an accountant and they're really looking for a financial analyst so if you don't have the exact keywords in there you're not going to match and so you're gonna get a low score and the purpose of this score is to eliminate three-quarters of the applications to get it down to a manageable amount because a hundred is too much five hundred is too much just unimaginable and so the goal is to eliminate three-quarters or 75% of the applications and those are the ones with the lowest scores and I have actually seen ATS platforms and demo where when you pull up the bill do keyword sales and then they'll get the highest ranking or doors of the highest score and then it'll actually open up the resume on the screen and it'll highlight in yellow all the word sales and then they might change to customer development and it'll it'll find those words and so it can go through and parse and find out the people but they're only seen the top 25% okay the bottom three quarters 75% have already been kicked out they're not even going to see them so what happens is you have to personalize your resume for every single job that you apply to and you need to personalize it with all the keywords and I'll tell you a secret they post all the keywords in the job posting this isn't rocket science it may feel like it but what I suggest to people doing we're going to talk about it tomorrow more is that in your resume you have a section that I call it a career objective and in that you're going to put the words that the employer has used to describe the job going to harvest the keywords in their job posting of what they want that job to do and what they're looking for and you're going to put that in this career objective at the top set you will make sure that your keywords match the keywords of the job posting that you're going to be considered a match so it's really important so we've gone from a thousand to two hundred a hundred didn't apply the one hundred that applied on an average position of forty to fifty thousand dollar role okay then they are going to the computer is going to kick out three-quarters of them so it's going to be down to twenty five and then with those twenty five an online recruiter is going to go through and going to make a yes-no yes-no decision in seven point seven seconds that's all the time seven point seven seconds is all the time you're going to get and then looking for four key pieces of information they're looking for job titles they're looking for employer names they're looking for education degrees and they're looking for years of employment in terms of dates and number of years that you've worked so he's gonna look in 7.7 seconds that's all you're going to get of his time so it's very important that you make sure that all the key information that is needed is in the top half of your resume talk after the front page because it's never going to get to this bottom of the page much less the second or the third page in seven seconds he's not going to see that he is screening to eliminate people remember the first two screens are we getting rid of people and in this 7.7 second scan he's going to look for any typos anything that looks strange bad for reading anything that looks unprofessional and if he doesn't see all those key words pop up he's gonna go put it no and his job is to live a half of the 25 that he gets so you're down to ten to fifteen resumes max out of that hundred okay ten or fifteen that's actually going to go into the HR department that's going to go to the recruiter who works with the hiring manager to select the person okay so those that say 10 15 marks resumes will then be actually read by a human resource recruiter and they're going to look at it in more detail and then they're gonna select they might do some preliminary screening the preliminary screening might be a five-minute quick phone call to make sure you're still interested to hear how you speak on the phone to see how you present yourself they made you a social media search real quick might definitely look at your LinkedIn page definitely before they'll even talk to you they're gonna look at LinkedIn and then they're going to select half of those again that eliminate that person who's a human being who's actually seen it is gonna check out half of those and come down to maybe five to seven that they're going to actually send to the hiring manager to say hey we have these great candidates that have applied for the job we'd like you to look over and see if you can pick a few that you'd like to talk to and at that point then you're actually gonna be seen by the hiring manager the person who's going to be your boss and when that happens he's gonna be looking at different things because he already knows you've already passed all the other screenings you have the credentials etc what he is gonna want to find out is do you have the very specific technical skills and are you going to be a fit are there things in your resume that sound interesting he's gonna be looking at specific words and that's when soft skills come in so you made at that point talk about leadership about different acumen and you might have things about hobbies and different activities that you participate in Association memberships leadership roles publications and patents those are things that never were selected in the process of the computer searches so he's going to be looking at the person behind the resume and he's going to try and extract as much information and then he's going to choose three to five people maximum to bring in four you and you have to understand it's very expensive for companies to interview people okay their time is important anybody they're gonna look spend hours reviewing resumes in the HR department that hiring managers going to spend several hours looking at different resumes to see who he wants to talk to somebody's gonna do some vetting and then when you go for an interview you often are going to meet with two or three maybe four different people who would be an HR moderate to senior HR person because the junior people already did a lot of the screening they might have been the one who did the social media search or talked to your help to select things and then you and a half to a senior HR person in a sent half an hour of them you're gonna have interview that's gonna go with several peers people you would be working with in the same role and they're gonna be looking for are you a good fit do we like are you likeable that's one of the key criteria do we want to spend eight hours a day with you are you life of a person are you engaging are you pleasant you present yourself well do you have body order better when the work does anybody with that are you kind of overbearing they're gonna be looking at all these things and then that you're going to be talked to two or three peers and then the hiring manager may be the last or the next last person and that person's time is very valuable so they're going to have spent the HR departments that have spent half a day just for the preliminary interviews I'm walking you through the interview and then the time of all these people so it's an expensive process so use these tools to try and hone in so they're only going to talk to his free to five people I was talking with my cousin who was a VP at IBM and explaining this process and he says that's why I get those awful resumes is a computer picked them so all the ones that he thought would be interesting they got eliminated and he was complaining because he did not get the pool of candidates that he wanted because the computers picked the top candidates was if he had been screening them from the beginning he might have chosen different skills and criteria so that's kind of the process then you're going to have an interview and they may bring at the end of the day that hiring manager will choose three maximum five very rarely do companies interview with more than five because it's an expensive time-consuming process so bring in three to five people and then they will interview them and then they will choose one person to make an offer so you're going from a thousand people seen an ad to a hundred people to apply to three to five people who actually get an interview of some kind and remember on just about any job that's a senior level position you're not gonna have one interview gonna have two or three or four as you get passed from one group of screening you may end up with a senior level of director of vice president would meet with you sometimes you know smaller companies they want the president to meet with you because their team members are so critical to them that it's really really very important that they screen and multiple people see that because hiring cost a lot of money on average hiring a new employee and a professional I was going to cost a company over ten thousand dollars in people's times in travel and Human Resources and then in training a person to get up to speed onboarding Human Resources starting up you know insurance and benefits all that takes so much time so an investment in an employee is like ten thousand dollars for companies they're gonna be very careful who they hire so when you understand that process it helps you understand how to go about your job search because nobody ever told us that they didn't teach us that I was talking with someone yesterday you just got a degree six months ago when I was explaining this process and she said I just went through a career development course at the universe and they didn't teach us this nobody does this is this kind of secret job recruiting process so it's really important that you understand this is a whole new world one of the things that's gonna have happen from the changes that we've seen with the coronavirus problem is so many things are going online you can have more of those one sided interviews and everybody will be using video interviews and you have got to learn how to master video interviews in a couple of days from now I actually have a segment or I'm going to teach you how to effectively use video interviews how to set up your camera and do lighting and all those kind of things because you need to know that and with more and more people are going to be working remotely I think the work at home phenomenon is a genie that has been let out of the bottle and it's gonna be hard to get it back in there once people have gotten the freedom from working at home they've reduced their expenses dramatically for commuting and eating out and wardrobe gonna make a huge difference and more and more people will be working from home this has been kind of an overview to help you understand really the job search hiring funnel and how it's done today so that you have a much better understanding of what you're gonna need to do to be found and to get through that thousand people are gonna see it for a job in the hundred people or two hundred who will apply for that job so that you can be the one chosen so we're going to develop over the next twenty nine extra days all this insight on how to build that kind of a resume and how to be seen and how to position yourself even some recruiters call you instead of you having to apply online so that's really important so this has been Diane who is the accidental career coach I'm sorry this ran really long but I thought it was really important that you understand this process and we take the time to talk about it because nobody educates us people don't know this and I talked to hundreds of people every day and people just don't have an understanding when they do it's like the light bulb goes off it's like oh that's why I sent 3,000 applications and got no response well if you sent 3,000 applications I know you didn't personalize it with the company the company name the title the keyword match you are just throwing spaghetti at the wall and that not a piece stuck you have to be really selective and applying for a job you have to make absolutely sure that your skills match the requirements because don't even bother applying if you know what's going to happen in terms of the my reading robot through the ATS system if you don't have the right credentials and you don't present them well you don't have a snowball's chance of getting selected for an interview so don't waste your time mass applying for jobs without personalizing the application because it won't do you any good so when you understand this hopefully it will help a lot so please sign up and go into the course if you haven't done up already which you should have you will go to WWE invent your career in 30 days comm you can register and then that will take you is free absolutely no charge it will take you to the membership area and there in the membership area I'll be posting this video in a few minutes but to also find a very informational interview that I did in like December January with Lana Hyo who is a recruiter for many years and is now a career coach and it's titled new year new job new outlook and it's a virtual summit that I participated in and she was kind enough to give me the video that she created of our online summit participation and and it explains quite a bit of this this information that question-and-answer format I also have a gift for you which is my 14 page career guide and checklist it will go through all the different aspects of getting your career ready to launch and so you can go through and you can use it to gauge am I ready or not or do I have some weaknesses here I never thought about my professional name at home for is maybe I never don't have my mentors lined up you know some different things so it'll give you some suggestions of the the key items that you need really to be ready to launch a successful job search and there's a link to my facebook group you'll find that there and I hope that you'll join us in that Facebook group because we're going to have lots of convert conversations additional content nurturing materials conversation I'll be in there several times a day responding to people's questions and talking to you and maybe I'll do some private posts there as well tomorrow day two we've got some exciting things and it all starts with the resumes and so I'm going to teach you the importance of and above-the-fold resume which is to be seen in those seven point seven seconds that the recruiter is going to see it how you have the q''-word match and I've got a gift for you it is my ebook which is available on Amazon you could go to Amazon and buy it I'd be thrilled if you did it but I'm gonna give it to you for free inside the course it's called craft a powerful resume and you'll have that and all that video talking about lots of informational things and more content I keep adding more content as I get so excited we want to give you more content so this is Diane who is the accidental career coach thank you so much for joining the 30 day challenge to reinvent your career this is important stuff that we can do in this strange downtime that we all have so let's take advantage of it to build our careers so when the world comes open again and however many days you are ready to thrive with your career thanks so much and I'll see you down below in another video bye bye