5 things to do the candidates in order to increase your chances of employment

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By Susan Brennan

Recruiters are skilled in the use of data analysis to measure the candidates, but an algorithm does not know whether a company's culture is a good fit.

You can not read body language or eye contact. At day's end, relations still prevail technology.

Epsilon, a multi-channel global marketing, setting posture is a big problem. The company found that a focus on "high touch" leads to a good hiring decisions.

It is an approach which telephone calls and face to face with the candidates includes a priority. They also send gift baskets for students in higher education, where they win the last time.

The company says that the recruitment of young graduates campus was so effective that the recruitment process is to replicate together (around 1,800 experienced staff to do every year). They are more interested in analyzing the data after the holiday, especially in recruitment, based on the quality of new employees during the first two years of work determines the best schools.

There is no doubt that tools such as models and CV projections have their place for talent that would otherwise be discovered skills, especially in the process of rationalization and opening doors. The technology provides a direct interaction between the employer and the job seeker, which gives more power to each side.

But what about the person who looks bad on paper, but has the charisma, passion and energy, the company is to boost morale, inspire the team and make it one of the most successful?

The best bet for job seekers is to cover all the bases to learn to navigate the technology and improve their communication skills:

1. Tailor your resume or job field to be in.

Familiar with the buzzwords in the field by reading or by a company in social networks. These words are collected from big companies like Google and Facebook, using the tests for candidates and CV. There are also fitness tips resume, could help increase your chances.

2. Use keywords in your LinkedIn profile.

Recruiters are likely to use some form of data mining. A sophomore Bentley, who had a short position in the interior during the summer is to be of potential employers, met for their Salesforce newly acquired knowledge and the ability "to overcome the odds."

3. Learn what skills role.

Many companies stand areas hiring decisions on skills such as cereals, severity, impact, teamwork, curiosity, property and Polish. Understand to give your skills and be ready examples of how you have demonstrated in your professional experience. Koru assessments and programs provides online skill person.

4. Create a list of top 20th

Research your dream company and find out how to contact them. Consult college student with career counselors in hiring job fairs on campus. Local chambers of commerce or industry organizations are also a strong resource, and social media is a good way to learn about the culture and the brand.

5. Network.

You can online network with LinkedIn, but nothing will replace face-to-face meeting. With a contact in a company helps your resume to the top of the stack. (The alumni network is a good resource for this.) Make a research meeting, where you can ask questions to learn more about the company.

Make sure your partner know how to find your name and the time you need. Have you prepared your questions, and not make it to an interview, if the original was to ask for information. (Always follow up with a thank you.)

No matter how technically we are savvy, high-touch approach tried and true will never disappear completely. We are people, not robots, and no algorithm has the power to change that.