Job-hunting is a numbers game, though not in the way most people think. While many wannabe employees think shooting off a hundred applications their route to success, you’re actually better off prioritising quality over quantity. Knowing your stats, though? That’s just common sense.
Here are ten quality statistics, backed by recent studies and evidence, to improve your understanding of the application process.
CVs and resumes
250 – the number of resumes submitted per job posting online, apparently. Although this statistic is quoted all across the internet, this writer couldn’t find a genuine source study to back it up. Perhaps, then, it’s best to trust the 118 stat offered by this research from 2012. Either way, that’s a lot of applications.
What about the quality of that resume you send off? According to research from The Ladders, professionally-penned CVs rank 60% better with recruiters for ‘usability’. By contrast, non-professional resumes are granted a paltry average of 6 seconds to decide the candidate’s ‘fit’ for the job. Maybe forking out for that professional resume-writing service is a good idea after all.
Finally, woe betide the candidate labeled as unqualified for a role. Almost half of recruiters (47%) consider blacklisting applicants who go up for jobs they’re not right for. The lesson? Apply only for positions which suit your qualifications, at least broadly.
Social media is an essential part of the application process these days – for hiring managers as much as for candidates. 2016 research indicates that 56% of employers explore candidates’ online profiles as part of the hiring process. Similarly, almost a third of job seekers have had their opinion of an employer changed by what they read on social media.
We all know that racial bias persists in the recruitment process. But were you aware that traditionally white names receive 50% more call-backs for interview than African American ones? 2003 research from the National Bureau of Economic Research found that more employers responded to CVs under the names ‘Emily’ and ‘Greg’ than ‘Lakisha’ and ‘Jamal’. Alas, aside from changing your name, there’s little you can do to bypass this one.
13 - an unlucky number, and also the percentage of companies that get candidates to sit personality tests as part of the hiring process. This includes 89 of the Fortune 100 – indicating that, the more high-flying your employer gets, the more interested they are in your Myers Briggs type. What did you expect? It’s a Jung-le out there.
Contacts are king
Almost half of active job seekers who successfully make the move to a new position find those roles via networking, says research from the Adler group. By contrast, only two in five of active job seekers who gain employment actually apply for the job. The difference is even more noticeable with passive candidates, i.e. those not actively job hunting who are nevertheless tempted into new positions. For these, the ratio of network-gained placements to direct applications is a whopping 7:1.
Correspondingly, 2.6-6.6% is the amount your job improves when lent a referral from a current company employee – at least, according to research from Glassdoor. Whether or not 85% of job vacancies are actually filled by networking, utilising connections at prospective companies – whether ‘weak’ or ‘strong’ – remains a fantastic way to bolster your job application. So be sure to make use of any and all contacts you foster, whether Facebook, LinkedIn or – shock horror! – actual friends.
Summarising? Professional CVs trump amateur hands down, tailoring applications to appropriate roles is key and, if you value your employability, you’ll keep a lid on all social media activity. Connections with current employees or associates of a company will always raise your hire value and you can’t go wrong with a good ol’ internal recommendation.
There’s a lot of data out there on almost every aspect of the job search process. Whatever the numbers, keep holding on. Something will come along, whether your name is James, Jane or Jamal.
Inspiring Interns is a graduate recruitment agency which specialises in sourcing candidates for internships and giving out graduate careers advice. To hire graduates or browse graduate jobs, visit their website.
At Social Hire, we don't just do social.
The social media marketers in our company are the best in the business at helping our partners enhance their online marketing. We outline and implement cutting-edge social media marketing plans that help our customers realise their organisational objectives and further their social media presence. Our experienced team of digital experts do your social media strategy creation and management in an uncomplicated monthly plan that is cost-effective and is genuinely useful, whatever results you demand from your online marketing management.
Our team of managers are a team that assists our partners improve their digital presence by producing online marketing services on a regular basis. Our service is transparent and economical, which ensures that you get a great service and results that make a difference when you utilise our services. We arrange many different marketing services for enterprises from small businesses to large corporations to help make the most of of your company's digital and social marketing.
You might like these blog posts GDPR: An Opportunity to be Embraced., Small Businesses: Don’t Fear the Gig Economy, How to Encourage Employee Voice and Increase Employee Engagement, and How to Drive Real Results with Paperless Onboarding.