Today is: Friday, January 12, 2018      |     Our next publication day:  Monday, January 15, 2018

Job Hunters: How to Beat Applicant Tracking Systems
The best ways to prevent ATS from discarding your resume

by James Hu at

Older Workers Say Age Discrimination Is Widespread,
Though Stats Are Hard To Find

by Nell London at

What 2017 Search Trends Tell Us about the Current Job Market

by Nicole Spector at

Type Casting

More help for the 50+ job seeker:

Scott Croushore of Denver is used to looking for work; as a technology consultant, his jobs can be relatively short term. But as he reached his late 40s, he noticed it was taking longer and longer to find the next gig. The last time, he sent out over a hundred resumes, more than four times what it used to take. He started to wonder if the problem was his age. So he slashed 13 years of experience off his resume. "It helped," he says. 
    Croushore is not alone in his suspicion that his age plays against him. A study by AARP shows that approximately two-thirds of workers aged 45-74 say they have seen or experienced age discrimination in the workplace.

Ninety percent of companies use automated applicant tracking systems (or ATS) — resumé-scanning robots — for hiring. The problem for job seekers is that nearly three-fourths of resumés submitted to ATS are immediately thrown out by employers due to simple formatting errors.

    But applicant tracking systems don’t have to mean automatic rejection. In fact, they can actually work in the job seeker’s favor.

    What you need to understand, when job hunting, is that applicant tracking systems don’t think the way hiring managers do. Since they are robots, they’re only capable of making black and white decisions based on the parameters that have been set for them.

    So, here are five tips…

With a new year just begun, many of us are prepping to change jobs or even get on a new career path altogether. And if history is any indicator, we’re going to start researching opportunities and submitting our resumes pronto. Job search site Monster noted that January is the busiest month for job hunting, with January 4 being the top day in 2017 (in 2016 it was January 6). What sort of vocations are we seeking? It varies from person to person, but a recent report from fellow job search site Indeed shows that certain fields saw a boom in interest in 2017.

    The report found that in the U.S., the job field that saw the most substantial rise in user searches was hurricane relief, with a soaring growth rate of 682 percent. Second in search command was tech and software, which grew by 467 percent.

Outside of an actual hiring manager, recruiters can be the most important people with whom you will deal throughout your job search. Face it, they know where the jobs are and how to access them.

    But, you need to know who you’re dealing with. Essentially, there are three types of recruiters – and how they operate is very different from one another. In the job search world you have: corporate, retained and contingency recruiters.

    Corporate.  Corporate recruiters work for large companies. They may be handing 15-25 jobs at a single time. Their approach is to hire the best person they can, at the lowest cost, as quickly as possible.

    Retained. Retained recruiters are hired by organizations to fill a particular position and are compensated by a commission when they provide a candidate who is hired into that position. Their fees are roughly one-third of the candidate’s salary and are paid by the hiring organization.

    They will attempt to provide candidates by reaching out to their known contacts or by identifying contacts from outside their networks. Typically they know more about the company, the interviewer, etc.  They have a responsibility to the client and candidates, and will shepherd the process through to completion. They are typically strong sales people who know the market and know companies in that market.

    Their approach is to see to it that the best possible candidate is hired and to “make it stick.” Their compensation depends on how long an individual stays with that employer.

    Contingency. Contingency recruiters are compensated on commission only when placement is made. They have no contract with the company and are paid only if the position is filled. They may blast your resume out by posting it on jobs boards and other places on the internet. They are interested only having someone who they presented hired and typically do not invest a lot of time in a search.

    When working with a “recruiter” it is very important to know with whom you are working – not just as an individual – but also you need to know what “type” of recruiter that person is. And it’s OK to ask. You need to know.

The Future for Older Workers:
New Perspectives

by Sarah Vickerstaff and Philip J. White 

Across the world governments in mature industrial and post-industrial economies are concerned about the ageing population. Dealing directly and exclusively with the issue of older workers, this book brings together up-to-the minute research findings by many of the leading researchers and writers in the field.

Scott Croushore

Advice for job seekers over 50

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