Welcome to our Job Cast. Today's session is called Think Like an Employer: a Recruiter’s
Perspective of the Hiring Process.
We are really excited to give you a sneak peek into the mind of a recruiter today to
help you with your job search journey.
So here's our agenda. So we want to discuss hiring in a post COVID world. We know that
it's been the topic of conversation for a lot of individuals. We know that it's impacted
a lot of a lot of people so we want to take some time today and really make sure that
we are addressing those things.
We're gonna then also pull back the curtain for you on the mind of the recruiter, how
employers go about seeking talent, getting them into their business by really educating
you on the four phases of the hiring process and then we're gonna go into Q&A.
For those of you who I have not met my name is Taylor Meadows. I'm an evangelist at Indeed.
I’ve been at Indeed for about three and a half years now. I do sit in Chicago like
I mentioned earlier and I sit on a team called Employer Insights. And joining me today is
She's actually a recruiter at Indeed. We thought she would be a great resource for you on this
webinar so that you can hear directly from a talent acquisition professional, directly
from the source bringing new jobs.
So with that being said let's go ahead and get started. Here's what we know. We know
that for you, for jobseekers in general especially right now job search is full of uncertainty.
Every single person on this call every single Indeedian that put together this webinar that
is working behind the scenes right now on making it easier to find work. We've all been
candidates before. We know how challenging it can be.
There's nothing more frustrating than submitting your resume and not knowing where it goes,
not hearing back from an employer. And so those are the types of things that we want
to talk to you about today because we know that it can leave an emotional impression
on anyone in the process.
It's a very mysterious process and it changes all the time. Parts of it are big archaic
and parts of it are very innovative. We are working very very hard at Indeed to try to
make this process easier and more digestible for people which is essentially why we have
come together today.
So we're gonna debunk a lot of this for you today and then answer questions ongoing for
you in Indeed community.
What's really important about this is that as we pull back the curtain we want to just
educate you on how to better position yourself as candidates. And we want to give you some
some tidbits of information and some recommendations on ways that you can stand out above the crowd.
Because we certainly know that it's easy now especially with 40 million people on unemployment
to get lost in the shuffle and that's what we want to help you kind of navigate today.
I say this with such empathy: you know we can't talk about all this without addressing
COVID-19. 2020, man it's been a year you know we've had pandemics and locusts coming out
of the ground and riots and and a lot of things happening that that are distracting. But specific
to COVID-19 a lot of things have changed through the lens of being a job seeker. Hiring practices,
who is hiring, who is on a hiring freeze, all kinds of things are going on and with
the unemployment rate surging we know that hiring rates have dropped and we know that
this can be disappointing but the good news is that as cities are starting to reintegrate
and things are starting to reopen. A lot of businesses are coming back to life again and
they're already beginning to put people back to work but there are also a lot of organizations
who are already hiring, who've actually been hiring during this whole pandemic.
So let's kind of take a dive into what this looks like and how you can navigate this.
What we know is that during COVID-19 specifically we've seen a surge in remote positions becoming
available and to be honest with you we're probably going to see a lift in remote work
across the board.
One thing that i will mention to you is that when you go to Indeed now--this is something
that our engineering team responded with pretty quickly when all this kind of blew up--when
you go to Indeed and you begin typing in what you want to do and where you want to do it,
we have a new search filter available called “remote” where you can actually look to
see remote positions that are available and companies that are hiring during COVID-19
and positions are readily available for work.
So the reason why we felt this was really important to mention is because our main mission
right now is to help you get back to work faster. So when you run that search use that
search filter, it's going to be really helpful for you in identifying work from home opportunities.
Something else that we've seen an increase in right now too is virtual hiring practices.
So this isn't necessarily just the application process and the interviewing process but it's
going to be onboarding and actually beginning the role as well.
So as you begin thinking about how you can better position yourself as a candidate think
about how you can use the virtual environment to your benefit and still cast a really great
impression on a recruiter or a company during this time.
And we're also seeing though that longer hiring timelines can take place so don't be discouraged
at this if you see this happening but do know that things are definitely in motion.
When we research the relationship between job seekers and employers what's really important
to know is that the confidence curve that we see for job seekers and employers is roughly
So we know that it's a very stressful process to apply for an interview for for work but
we do want you to know as well that on the employer side of the house those recruiters
ae held in pretty strict standards of when they need to hire positions and they and you
know who they need to get into those roles based on experience and skill sets and things
So you'll notice that especially during the interviewing phase it's a stressful time for
both you and the employer. The reason why we felt that this was important to actually
bring up is because we want to infuse humanity in this process on both sides of the house.
So when you're a job seeker in an interview we want you to bring your authentic self to
the interview to kind of bring down some of those walls, but as an employer or as a recruiter
we want them to that environment safer and more enjoyable for you as well.
But we just wanted to propose this data for you because we found it interesting that it's
quite literally the same on both sides of the house simultaneously.
So what we want to do now is we want to introduce you to the four main phases of the hiring
process. I'm going to take you through phases one and phases two and then Nikki is going
to take three and four and then round this off and we're gonna then answer questions
that you have.
But the main hiring process includes four phases called attract, then source, then engage,
and then select. So let's kick off with the attract phase. Well this is really the employer
making the case for the candidate to make sure that they are filling the role appropriately,
quickly, and with the right individual.
So during this phase this is typically when you see things like employers building their
employer brand. If you're not familiar with employer brand it's essentially the way in
which employers brand themselves as employers to you the candidate as opposed to maybe you
know promoting a product or a service. This is where you're going to be privy to information
like culture, perks, benefits, and the opportunities in-house for working at that specific employer.
You're gonna find a lot of this information in the Job Description as well we are working
very hard with our clients, employers on how to create more humane job descriptions that
are quite frankly more enticing that includes more information about the organization why
you would want to come work there and what that unique opportunity would have to offer.
It's really important to us that you as the job seeker can trust Indeed as a place to
get all the information you need to make an informed decision to become potentially a
new employee somewhere and then of course what we do is is we work with employers to
help them sponsor jobs on Indeed and what this does is it encourages the job posting
itself to become more prevalent and relevant for job seekers with those credentials.
So it's ever more important to make sure that you're inputting those proper keywords to
the types of role and company that you're looking for inside of that What field on Indeed
because those sponsored jobs will then be matched in front of you for you apply to them
if they are a good fit.
Now what can you do? So as you're going through this phase it's one thing to search for a
job and to apply for it but we want to educate you on how to become even a better job seeker
and candidate so that you are more quickly able to find work. What we encourage you to
do is do your homework and research that employer. This means going to the employer’s company
page on Indeed, reading those reviews, but we also want you to visit their corporate
career site, become familiar with their application process, really understand their mission and
A pro tip that I can offer you going to the table going to an interview being versed in
that company's mission statement and really knowing what their values are. You know even
what their products are and what they stand for. Being able to speak to that eloquently
in an interview is gonna allow you to stand out because it's gonna showcase to the employer
that you've done your homework.
I know this seems like common sense but you would be surprised as to how many people will
show up for an interview and not even know the product or service that that company sells
or provides. So the more homework you can do the better and also review their leadership
team and what they stand for that's also very important.
We want you to read the Job Description very carefully.yYu know as I said as we do the
work with employers to create really crafty job descriptions it's important that you read
them thoroughly and make sure that you fully understand the breadth of the job which is
gonna ultimately then determine for you if you are a good fit for the role.
We want you to self select into a role as much as we want you to self select out of
a role if it's not the right fit. So keep that in mind and if it's not the right fit
that's okay, move on to the next one.
So this brings us to the source phase which is where employers are primarily focused on
reviewing applicants and determining who would be the best fit for the role. So during this
portion this is typically where employers are reviewing resumes, they're identifying
again right which applications meet the requirements and they're managing applications. We offer
through Indeed employers a dashboard that they can leverage to manage candidates that
are incoming from Indeed. But there are also platforms called a ATS which is an applicant
tracking system and this is essentially a third-party service that employers use. It's
a piece of software that they used to collect applications and resumes and this is typically
where recruiters and employers will then move people through the process.
So when you’re on the phone with the recruiter and they’re scheduling your next interview
this is typically how they're managing you systematically in the process. What's important
to know about this is that if you've ever been on Indeed before and you notice that
some jobs have an orange apply button and some jobs have a blue apply button. The orange
apply button is actually going to be what we call Indeed Easy Apply which is where you
can apply to the job directly with your Indeed resume and bypass the ATS to where the resume
is actually being received by the recruiter and by that recruiting team directly.
Now not to say that one is better than the other it's definitely easier to apply with
that process but the blue link is gonna then redirect you likely to an outside webpage
which is where you have to go fill out another form or an intake application form. That's
when you'll know it's an ATS but what we would encourage you to do is is to make sure that
the resume that you submit is not overlooked. We want you to keep the format of it very
simple and keep the content in your resume tailored to that job specifically so that
it shows up very quickly that you are a prominent candidate.
Okay now another very important thing to to consider is that employers have what's called
resume search so when you're actually searching for jobs on Indeed we want you to upload your
resume to your profile. I don't know if you know this but employers pay us for back end
access for access to our resume database so as you are going in and searching for jobs,
employers are actually then searching for keywords for candidates on the back end, to
go in and potentially send you a message first to indicate that they are interested in you
as a candidate. So keep that in mind because it's really important to get your resume up
there so that recruiters can potentially find you first. Okay so when you're updating your
resume here's a protip: we want you to update your resume at least once a month.
You're infinitely more likely to be contacted by an employer if you do this because what
happens is when you go in and update your resume on Indeed there is a search filter
in that resume search function for recruiters for recently updated resumes. And so if you're
looking to be kind of pushed to the top of the list know that recruiters use this filter
pretty frequently to see who has most recently updated their resume and who is available
This brings me to a really good point on your resume. This is very very important. On your
resume on on Indeed if you are ready to get to work right now if you're in a position
where you've been laid off or furloughed, one thing you can do is add #readytowork on
your resume. We now have embedded a search filter inside of that resume search platform
for recruiters to see who is available to be contacted immediately for new jobs.
This is something that our engineering team responded with during COVID as well so know
that that's an option for you as well to get hired faster. Okay so update your resume,
identify popular keywords in that particular industry, or for that role that could help
you be pushed to the top of that list, and then above all we want you to also take an
So what this allows you to do is is fill out a questionnaire when you're creating your
profile and it essentially allows you to highlight all of your qualifications. This allows us
to better match you with jobs with our algorithm and it also then will indicate right to recruiters
your skills, your experiences in your background so that they can ultimately determine if you're
a good fit. So if you have further questions on this ask us in Indeed Community and we
can answer them later on but what I'm going to do now is introduce Nikki.
Hi Nikki thanks for joining us. Hi Taylor! We're so happy to have you. Nikki's gonna
take us through Engage right now and what we're gonna do is is you know we have about
15 more minutes left in in this webinar but if you're able to hang on for a couple minutes
afterwards we want to make sure that we have enough time for questions and so we'll probably
hang out for about an additional 5 to 10 minutes.
But Nikki I'm gonna drive for you thank you for picking up the rest of the webinar for
us and we'll meet you at the end for questions.
Sounds great thanks so much Taylor. So truly these next slides what I want to do is just
add the recruiter perspective and experience. There will be great content and extra links
but really you'll be hearing my perspective as a recruiter who happens to be at Indeed.
And so we'll get going too on my first slide. So during Engage, employer actions, we list
a couple here on our slide, but ultimately I am excited to dive in and start reaching
out to candidates who I have deemed a good hopeful match for the role.
I'm reviewing resumes and really assessing those keywords that we've talked about throughout
the presentation I want to make sure that resumes and using the different social media
matches the job description that I'm using to recruit from my role. There are additional
steps here in regards to not only outreaching but then getting candidates on the phone and
really hearing you come off paper. Getting to know your experience as it relates to the
job and opportunity and then also moving to an interview phase.
All throughout these steps I'm building trust and keeping you communicated and updated throughout
my process. So while I ask from communication from drop seekers I also deliver as well.
Here are some tips though about what you can do as a job seeker.
While we're going through the engage phase. I do encourage candidates to practice and
get ready to you know start interviewing how you sound on the phone as well through these
virtual interviews during the times that we're in.
Really practice gets you ready and I know it seems like a lot of work to have to go
in and try to do the homework, understand the company, the role but I hear that through
our conversations. I hear how your research has been put in. I I hear how engaged you
are about our company or our mission. I really am assessing you throughout the process from
the moment we start communicating. I'm assessing how you might match with the role, the job,
and the culture here at Indeed.
And really the communication does tell a lot, does tell me a lot about you and so ideally
when I reach out again I'm as excited to hear from you as you're excited to hear from me.
So please hopefully promptly respond to my outreach if it's through email or if it's
through a phone call. Be checking your inboxes and your voice messages because I may reach
out by it by phone or by email ideally again I hope to hear from you within 24 hours of
We've got a few insider tips definitely want to take a moment to acknowledge you may have
heard the black hole issue. And where I as a job seeker and I've been a job seeker myself
I'm applying to multiple jobs but I'm not hearing back here are a few tips that we highly
encourage you to review.
I know there's going to be a great resource added into our chat now that you can go and
really rely on for for hearing some talking points about the black hole but what I just
wanted to call out as a recruiter is I'm here. I'm human. But I'm actively reviewing all
the job descriptions, all the applicants that are coming in for the roles. And I am owning
a variety of different roles, possibly also high-volume niche roles, but I I know how
important it is to get a response and so you may receive that response via email or by
phone if we've had the opportunity to be on a phone screen I will follow up and let you
know via phone what the decision is but I know and I wanted to acknowledge the black
hole issue, call-out the resources we've added in the chat, and let you know that it's top
of mind and we're working on it every day so that we can get you clear communication
throughout your job search.
Another part of Engage is again researching the company as a recruiter I really understand
that you might be juggling multiple job applications, you want to cast a wide net, you you might
be still understanding what could be that best match role for you so you're applying
to a variety of jobs but what I can tell you is it is important to be prepared for each
phone screen or virtual interview. And you need to be able to personalize your conversation
to each specific company that you're applying to. Again I'm looking for have you done the
research, do you know the role and our mission and our values. If it's relevant to the job
description, do you know some current events or projects that we're working on through
researching Indeed social media or our blog that we have and post a lot of great activity
that the company is doing.
So again just some highlights or tips while one is you know going about researching the
company as well as using the Indeed resources like our company pages and other employers’
career sites or their greater website and their social media resources.
When you're preparing for a call I want to call out that there might be some nerves involved.
You might be nervous.That's okay, take a breath. I applaud you for going on this job search
journey and I'm here for you once we start engaging and again building trust these are
some things that we encourage you to consider doing as you're preparing for a phone screen
or again it could be even a video virtual interview.
I want to call out that practice again is key here as you're getting ready to get on
the phone and so having that opportunity to go through your own elevator pitch, understanding
how you might want to articulate or highlight your resume for the job that you've applied
to that you're going to be getting on the phone with a recruiter.
You might also want to do some research if it is again on our company pages to see how
people have interviewed with the company and the questions that might come up and have
some again pre-written answers to questions that you might be expecting. The more you
prepare again the more confident and I hear over the phone or during the virtual video
As I've mentioned and we've mentioned before during the times that we're in right now a
lot of companies are hosting their interviews virtually. What I want to call out here is
we have definitely for example Indeed put a lot of effort into showing our culture through
our different social media outlets so you don't have to feel like well I didn't get
to go into the office. I want to be able to show as much as I can about Indeed and so
definitely encourage and may even send you links how you can kind of interact with us
But again how you prepare for these virtual interviews is truly very similar to how you're
going to be preparing for an in-person interview. We've listed a couple highlights here in regards
to how to prepare for a virtual interview checklist. I actually even used all of these
to prepare for this virtual webinar. I made sure I have this quiet spot in my house, I
have moved my pups outside, but I want to also just call out here we're human. We're
going through an unprecedented time and I give you some grace. I understand that there
might be some interruptions and I have patience and so we'll get through this together.
And now we're on Select. This is one of my exciting points in the hiring process where
we're getting down to the finalists and I'm getting ready to extend an offer to our hopeful
next future hire. So during Select these are some different stages that employers go through
for example, we've held the interviews, we're debriefing, we're talking about which candidates
might be that best match, and we're getting ready to extend a job offer.
What I wanted to call out here is that I've built a lot of trust with you the job seeker
and so you should be prepared as I've been very transparent with what's coming next in
our next conversations. As a job seeker though what you can do to prepare during the Select
phase are staying in touch with me as well. I feed off your communication, I'm excited
to hear that you're engaged about this opportunity. So sending those post interview thank-yous,
I definitely you know understand if one is getting prepared to negotiate about their
opportunity this is a great time to do some research of just what average salaries are
for the role that you've applied for in the geographic area that you're applying.
And again communication is key here now that we're getting to the final stage if suddenly
you stopped responding to emails or my calls I may be worried that you're no longer interested
in the role and I want to be respectful of your time so keep the communication flowing
especially at the Select phase.
Just a quick recap again the four phases for employers during the hiring process are Attract,
Source, Engage and Select. We just want to take a moment to remember that on the other
side of the hiring process is a human. I'm going through the same things as the world
is happening as you are. If we can both have patience we will again, together I'm excited
to engage and be a part of the higher process but it's me. We're now transitioning to our
Q&A and so we do have a couple pre-submitted questions that we're going to be diving into,
and Taylor and I are going to be sharing.
Responding so the first question I believe I'll dive into so “how long after I've applied
should I expect to hear back from an employer?”
I would say on average it's about a week. During this time I always call out being patient
I would hope that how I approach again transparent communication that the recruiter is communicating
to you when they'll be able to respond and follow up with a decision but on average about
The next one: “are there any special skills employers look for when hiring for remote
positions?” So the answer is yes. So think about this right when you are applying for
a remote position employers are gonna look for things like you know are you independent,
are you a self-reliant, self-disciplined, well-organized, you know can you be counted
on, are you good at communication? What I would recommend is you know in preparing for
those video interviews, having done your homework and coming to the table prepared with technology
all that good stuff is going to be able to indicate all these things for you, but this
also might be really good information or content to put in your resume.
So if this is the type of these are the skill sets that employers are looking for for remote
positions you know right now jot some of these down and put them in your resume and they
might generate some traction with keywords directly from the resume itself.
Our next question: “how should I tell the recruiter about an employment gap?” This
is where honesty comes in to the conversation. Be honest and transparent. I understand that
people go through job changes they may be they may have been recruited away from a role
after being at that previous role for a short amount of time. You know making those best
decisions for you during your job search you know yourself best but during this conversation
about explaining be open and honest and transparent with your recruiter.
Hey Nikki can I expand on really quick? Absolutely. So if someone let's say that someone maybe
was laid off maybe they've been furloughed or maybe they were terminated for whatever
reason it might be, what as a recruiter what what advice would you give those individuals
so that they feel prepared to reenter the workforce and have a competent conversation
in an interview?
If one feels comfortable about diving into those types of transitions away from a company,
I tell them to be positive. While that could have been and I want to call out that could
have been a traumatic experience to be furloughed or to be laid off and I don't want to not
acknowledge that but to stay positive about your previous employer when you're explaining
that gap will really show your professionalism and again it could be helping you helping
lead towards moving to another step in the interview process.
Thank you I know that's really tough for a lot of people and they feel that they don't
know how to approach that so I think that maintaining positivity is is key. I love that.
Okay so let's see here, “does your resume design play a factor in the hiring process?”
so the short answer is yes. Great content in a resume can definitely be highlighted
by a good design I would say that because a lot of resumes are now being submitted digitally
you know you want to keep it to like a page maybe front back if you have a lot of experience
that you want to talk about. But what I would say is don't get too ...good design is good,
what I would say is don't get too caught up in the design in that for example when you
upload your resume to Indeed we have a design template that's already inside of the profile
module itself for you to replicate your information. So there's going to be little room to actually
create you know a colorful unique design because what we try to do is we try to keep it ATS
friendly so that when you do submit your application it's a very quick seamless transition into
that system even with that easy apply function. A lot of companies are able to kind of tether
that over so know that that is something to keep in mind as well.
All right our next question, “how could you tell when a recruiter is serious about
moving you forward to the hiring manager?” So as a recruiter I'll be very honest with
you if the call is going well I'll let you know that I am excited to move you along and
submit you to the hiring manager. Of course it could be one-off situations where more
collaboration is involved where the hiring manager may ask to review candidates before
making the decisions on who moves on to next interviews but again as a recruiter I try
to be as open and honest as possible during the calls so you'll probably know if you're
moving on. “How do you know or how do employers assess things like culture fit and professionalism
when the hiring process is virtual?”
This is a great question so a lot of it is the exact same so you know like for example
you could choose that but maybe a virtual background if you wanted to mask your apartment
but honestly what I would recommend is you know just make sure that your space is clean,
make sure that right you know that that you are able to be seen well but again if employers
are looking for candidates right as you can see here who are independent, well organized,
self disciplined, I think that it's really important just to make sure that that's all
done upfront but again like we talked about do your research be very versed in the company,
what they believe in and what the role is. I mean and I think that could help another
thing that I think it could help you is you know I know that preparing for an interview
can be can be really challenging what I always advise my friends or you know job seekers
on when they're in the process, think of maybe two to three stories that you can have in
your back pocket that would speak to an experience you've had in the workplace in the past. Maybe
it's a project that you've led you know an initiative that you've supported that you're
really proud of because a lot of those behavioral based questions can fit those answers and
so when I think of things like professionalism it's gonna be more about putting a humane
you know kind of spin on an experience versus fumbling over your words. So that could be
something that could help you as well.
So our next question, “how should I incorporate my self-employment on my resume?” So definitely
include this under your work experience and as you're applying again to jobs and you're
reviewing job descriptions call out and have specific examples of the self-employment that
relate to the job description.
So you can use the format as the rest of your work experience but again personalize it to
the job that you're applying to but if you are also if you have freelance or contract
work that you want to highlight individually you can do that as well.
Perfect so “what information should I provide when asked for references?” So this is a
good question and Nikki if there's anything additional that you want to include here let
me know but you definitely want to include the reference name, their position, the company
that they are at, address, phone number, email, and then a brief relationship description.
I think that that part is really important because it's going to I just provide some
context on the call but this is definitely something that you should keep in mind. Nikki
is there anything as a recruiter is there anything anything else that you look for from
an information perspective regarding references?
I know it seems like a lot but this is this is great information because I want to correlate
you know when did you work together, was it a mentor, was that a manager, was it a peer
or a stakeholder relationship. This is all great and things that you know I look for
when when asking for references.
So “how do I stand out as a candidate during COVID-19 and what is Indeed doing to support
people who were displaced?” It is a lot to ask for a job seeker to to be so engaged
during their job search but please you know working on your resume making sure that you
have relevant information so that those keywords are going to be coming up in recruiter searches
we definitely use a lot in regards to searching through keywords to find candidates that relate
to the job descriptions that we're supporting. You can also add again as Taylor had mentioned
the hashtag ready to work to your Indeed resume so that the employers can know immediately
if you're available for work right away we can filter by this tag. Amazing so those are
the questions that we had so I'll just I'm going to take us home and like I said Indeed
Community is a great place that going and ask additional questions.
I mean yeah we are here to help you we know that this is a trying time if you go to Indeed.com
right on our main webpage there is a link to our COVID-19 resource center. Our team
has done a fantastic job with this landing site. Amazing resources in terms of additional
information to help you navigate job search during this time: tips tricks all kinds of
good stuff on in there for you this is also the same portal that we're using for employers
as well to help educate them on how to be better with hiring processes. So visit this
page I think it could be really helpful for you and hey we would love for you to invite
you back to additional webinars. A lot of you probably found this workshop from that
site but our Job Cast is listed on that page as well so please come you know come in register
for a webcast and we're all kind of stuck in the house right now some of us are finally
you know at reentering you know phases and restaurants are opening and things like that
but if you're looking to educate yourself further as a job seeker we've got tons of
resources for you and Job Cast is one of them so personally I want to thank you for joining.
Thank you for giving us your attention, much appreciated. We hope that you found this somewhat
valuable if not very valuable, hope so, and if you have any additional questions feel
free to let us know but we appreciate you, we're gonna end the broadcast and we'll talk
to you soon thank you so much.