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.
Any particular reason you left out http long polling as an option?
@bilisanmo –
I trimmed a bit of my post to keep it interesting, but the main reason is that we would have had to have made more changes and involved more of the team than we needed to without any tangible benefit. For example, on the server end not only would we have needed to make some of the same changes that would have been required as if we were using websockets, but we are polling for the result calculation from the web server pool as well, so in effect the only thing we would be doing by implementing a long-polling approach would be deferring where the polling was happening, all the while holding a connection to our servers which could be better reserved for other things at this point (though this may change as we continue to grow and scale).