Job Adverts Targeted with Tailor-made Resumes

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Resume Digest launches an interactive website empowering jobseekers to closely target advertised positions.

We're excited about teaching people for once how to read properly a job advertisement - and then decide if and how to reply to it.

Resume Digest breaks the fallacy that one perfect resume is all that is needed to land that dream job. The new approach is a paradigm shift in the jobseeker's mindset: "What about if I identify the employer's needs and go about to meet those needs?"

Now the savvy candidate is no longer compelled to blast the same boring piece of self-marketing over the internet but is suddenly showing some interest in fulfilling an employer's requirements.

As Bruno Deshayes Resume Digest director puts it: "We're excited about teaching people for once how to read properly a job advertisement - and then decide if and how to reply to it."

One size fits all doesn't cut it anymore in a competitive marketplace. Resumes ought to be customized for each job advertisement applied for. Each employer is looking for specific skills which have to be demonstrated. Unsubstantiated claims may cause the application to be discarded.

The irony is that people like Bill Gates may never get hired by today's Microsoft because candidates profiling is very unkind to an entrepreneurial spirit. Recruitment agencies are trained to look for the negatives in order to thin down a pile of 50 or 100 applicants to a short list of 5 or 10. The lack of a particular keyword will cause an applicant to be classified as 'sub-prime'.

The original resume format as a chronological employment history is fine if one has only been 5 years in the workplace but as people advance in maturity some gaps and changes of direction will appear. This type of resume will expose the jobseeker bare like through a police interrogation. What is required instead is something that puts the candidate's best foot forward to arouse the employer's interest and be called for an interview.

Resume Digest is a tool that takes the historical employment history, assigns keywords to each position held and produces a more suitable sales brochure of the candidate. Recruiters use software to build databases of CVs and pull up names with a given profile if they can. It's about time jobseekers also catch up with technology and use it to their advantage.

We're not talking about lying or fudging things because people will get undone at the interview if they do. But it is the candidate's best interest to prioritize their work experience and highlight key skills in a way that makes them the wanted one rather than the discarded one.

Recruiters are flooded with half-baked applications which don't stand a chance of making it to the shortlist because people didn't bother to match their skills with what the employer wanted.

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Bruno Deshayes
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