The Six Second Disconnect Between Hiring Managers and Recruiters
A study by The Ladders suggests that recruiters look at a resume for an average of six seconds, and primarily scan two areas of a resume – a candidate’s last job and his or her education. That is, a recruiter ends up making a decision based on a small amount of qualifying data absorbed from six short seconds.
Enter the Bright Score. What our research at Bright surfaced is that there is a disconnect between what a first-line recruiter looks for in a resume and what the hiring manager cares about. Remember, the hiring manager is the person with resume in hand, sitting in front of the candidate in the interview. Hiring managers care about gaps in resumes, skill progression over time, positions held, experience level, if the candidate worked at a competitor, if the candidate knows someone at the company, and over a hundred other factors. We know that six seconds isn’t enough time to process the hundreds of resume variables and subsequent key attributes in candidates that the hiring manager cares about.
The beauty of the Bright Score is that it can look at those hundreds of resume variables to identify the best candidates for the interview instantly – thus turning recruiters into superstars in the eyes of the hiring manager.
Bright Score sounds like a great idea for those job postings that generate a large number of resumes. I would like to learn a little more about where the resumes reside during this process. I have some privacy concerns of uploading resumes into another company’s database.
If you, as an employer, upload your candidate’s resumes in order to score them against your jobs, we only hold onto the resume as long as necessary to calculate the Bright Score.
During the time that you are holding the resumes, is any data being collected by Bright or anyone else for solicitation or any other purpose?
they have a bright score calculator too so you dont have to log in: http://www.bright.com/score-calculator