Tech recruitors need to be more “vibrants, exciting and informative” for applicants, according to a new research study from Stanford University’s Graduate School of Business.
Titled “Are Tech Resumes Vibrant?,” the research found that when recruiters ask about tech resumes, they’re often asking for “vast amounts of detail” in an attempt to get the best candidates into the tech industry.
The study found that recruiters are more likely to include the “vivid” or “exciting” keywords when asking for resume content, which can cause some candidates to skip a crucial step in the recruitment process.
“A tech resume can be an important and informative piece of information that may not be conveyed clearly or clearly in the candidate’s resume,” said Mark Rader, a professor at Stanford and a member of the research team.
However, a tech resume should be “vibrancy and exciting,” the researchers said, adding that it should be more in line with what the candidate wants than the content that the recruiters want.
The Stanford research team included a range of tech industry executives and senior executives from the top five tech companies that make up the most companies in the United States.
They reviewed all the resumes they reviewed, and they then rated the resumes on seven different criteria: how much detail they needed, how much the candidates were likely to remember, how relevant they were to the job, how the companies did in recruiting, and how helpful the companies were to each other.
The recruiters rated the resume on these seven criteria.
Rader said that this research, which was released Monday, is not an apples-to-apples comparison, and there are several factors that determine whether a resume is effective.
In general, he said, “the more detailed the resume, the more it can be used.”
For example, the recruiter may want to ask the candidate about the company’s current status, and if the candidate answers “yes,” they may be able to identify where the candidate has gone and what the company is doing in the job market.
But the recrucer may also want to include some more specific details about the candidate that can be more easily understood.
For example: the recruist might want to highlight the candidates “personal connections” and “likes” of their employers.
Rader said there’s a huge difference between the three.
The recruiter could ask the applicant, “How would you describe yourself to your current and future employers?” and the candidate would respond, “I’m a very energetic and driven individual with a strong sense of responsibility, integrity, and commitment.”
“What is the type of candidate you want to recruit?”
“The candidate who’s excited about their technology, who’s very passionate about their work, and who is a great communicator and who has a clear and compelling story to tell about themselves.
I think that the most important thing about the tech recruiter is the ability to build that profile.”
As for how much information the recruiter should include in the resume?
The researchers said that the recruer should try to “include as much of the candidate as possible” to get them to “feel confident that they can go to work for [the company] without any problems.”
Rimmer said that in order to make the tech resumes more relevant, the recruitor “should be willing to work on the candidate through a series of questions that can get the candidate to share their strengths and knowledge with you.
For example, asking the candidate ‘what do you love most about this job?’ and ‘what are some of your hobbies?’
The recruiters should be willing in these questions to explain why they like what they like.”
The Stanford study also looked at how candidates responded to the questions asked by recruiters, and it found that the best recruiter tended to have more questions that were tailored to the candidate, and more specific answers that were more specific to the candidates’ interests and talents.
“The recruiter’s ability to convey an overall narrative is particularly important in these situations, because it helps the recruider identify the most relevant and meaningful content for the candidate,” Rader explained.
“What I found is that the candidate who has had a lot of exposure to technology and technology-related fields, is the most likely to respond well to the recruizer’s questions.
The recruiter also knows the candidate very well and is able to tap into the candidate for a deeper understanding of what their strengths are.”
The study, which has not yet been peer-reviewed, was published in the Journal of Career Development and will be available soon.