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It’s nearly impossible to read through every resume word for word. What techniques do you use to get through stacks of resumes fast while also making sure that you pick the best talent for the job? 
The YouTern team compiled an open letter to employers everywhere from Gen Y job seekers to say, once and for all, just what we think of the recruitment process. Here are ten real life examples from millennials who are immersed in the job search, and have finally voiced their frustrations. Employers who want to hire the best and brightest Millennials… your recruiting processes could use some improvements. We hope this feedback will help…
I chose to apply to your position not because I just need any internship. I chose to apply to your internship specifically. I am rooting for your success. I have the talent and ability to help you build your company. If you treat me with the respect I deserve, and allow me to have some creative freedom and responsibility, I will prove myself to you.
Earlier today I read an appalling article about employers asking prospective employees for their Facebook password in order to gain full access to their online persona (more about it here).
I don’t think I need to explain why this seems so fundamentally wrong to me, and yet I’m going to do it anyway.
Job candidates already know the importance of following up in the hiring process – but how often to do companies take out the time to do the same to their job applicants? Not only will leaving job candidates in the dark deter those who applied, but it could also limit future candidates, as those who are often dissatisfied will spread the word to their peers about your hiring process.
These days, perception is everything. Not just for job seekers, but also for those companies looking to hire.
If you haven’t started managing your brand yet, it may deter the talent market from seeking you.
