Why a CV is not enough to find a job (and what to do instead)

It is incredible how many people (regardless of their age) send hundreds of CVs and consider this the only "strategy" to get a job. And what is the result? Stress, frustration, emotional decay, maybe even aggression. Why are you getting nowhere with your CV? What should you do differently in order to find your dream job?

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Here are the four main reasons your CV won't get you a job.

Information overload

We live in a era that produces information and data at an amazing speed. The society we live in is also constantly developing through new information and communication technologies and digital networks. 

Although this may be great in terms of prosperity, on the other hand, information and knowledge are changing rapidly and quickly become outdated. For example, when a book appeared on how to beat the Facebook algorithm, the author's own algorithm had long since been changed. Thus information is becoming less clear and less controllable.

Limited ability to process information

Some recruiters receive as many as 500 or more CVs per vacancy. In addition to this, they have to respond to e-mails, work on their daily tasks, meet prospects, answer phone calls, check social networks and manage their staff. 

In such an environment, choosing the right candidate is a real challenge, perhaps even an almost impossible task. This is especially the case of small businesses where there is no HR team and no sophisticated HR tools or software. 

On the other hand, it is equally impossible for job seekers to spot every vacancy, every new offer. Even if they subscribe to all the newsletters of their dream employers and create a top-notch account on all possible platforms, the processing of all the information is still an (almost) unmanageable task.

Credibility of information

Not everything an HR worker reads in a CV is always true. Some individuals literally copy and paste information from other CVs they have found somewhere on the internet. Others attach false certificates or distort their achievements and skills to make themselves look better than they really are. 

You get trustworthy information mainly from people you know and who have recommended you to the candidate. Why? Because no sensible person would provide false reports about one of their acquaintances as that could have a negative impact on their own image and career. 

The reverse is also true: not everything you read about a company and its job opportunities is always valid. Therefore, you will best find out about company culture or employees if you know someone who works for the company in question.

Costs and information

Gaining access to information is usually associated with costs in terms of either money or time. Search and review costs include creating an advertisement, then reviewing and selecting applications. Other costs are the result of incorrect information. The longer the company is searching, the higher the costs. This same principle also applies to candidates. So can social networks help here? And, if so, how?

Solution

Due to the high cost and time-consuming collection of information, companies in the labour market prefer social networks, which can be used as both a means of searching and a recruitment strategy. Various studies have concluded that social networks - online and offline - can:

  • reduce costs
  • deliver information faster
  • contain more credible information
  • simplify the process of finding employees and employers
  • lead to more suitable jobs

Why? Social networks are being transformed into a kind of filter that reduces the amount of information to a manageable level for making a concrete decision. In addition, social networks help in obtaining informal, complementary, credible and detailed information that you would not get through a formal and traditional recruitment strategy.

Use the power of social networks, especially LinkedIn, to find your dream job. Emerge from the crowd, show how creative, determined, fearless and whatever else you are. Only you decide how impressive or expressive you are. Many people may say they are introverts but that doesn't matter: you don't have to be an extrovert to be creative or interesting.

The best way to get started is to set up some basic rules within your personal brand:

  • What are you good at? What expertise do you have?
  • What makes you unique? Why should people want to work with you?
  • What are you able to tolerate? What is important to you?
  • Where would you like to work? In what sector?
  • Who is your dream employer and why?

It's easier than it might appear. So why not make a start today?

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Article source LinkedIn - the largest business-oriented social network worldwide
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