![Introduction
The Ladders study used a scientific technique called "eye tracking" on 30 professional recruiters and examined
their eye movements during a 10-week period to "record and analyze where and how long someone focuses
when digesting a piece of information or completing a task.“
Argument: some types of online profiles are significantly less efficient than others when recruiters are
searching for qualified candidates.
According to The Ladders research
• Recruiters tend to follow a consistent visual path when reviewing both resumes and online profiles
• Advertisements, pictures and “calls-to-action” created clutter that reduced recruiters’ ability to process the
profiles. Such visual elements reduced recruiters’ analytical capability and hampered decision-making. [19%
of the total time spent – on profile pictures]
• Recruiters spend an average of six seconds before they make the initial 'fit or no fit' decision on candidates.
Ref: What Recruiters Look At During The 6 Seconds They Spend On Your Resume](https://image.slidesharecdn.com/visualcv-grp7-180210040957/85/Visual-CVs-3-320.jpg)
Uploaded byLee Schlenker
Visual CVs
The document summarizes research on how recruiters view online profiles and resumes. It finds that recruiters make initial "fit or no fit" decisions within 6 seconds based primarily on a candidate's name, current/previous titles, companies, and dates of employment. Recruiters spend little time looking at other details. The document then proposes using a visual CV (infographic resume) to tell a candidate's story in a more engaging way that stands out and increases the chances of getting noticed by recruiters. Examples of effective visual CVs are provided, along with tips for creating one to help data science students find jobs.
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Visual CVs
- 1. BAI Case Study– Group 7 Visual CV BHARATHIPRASATH S SHERI MIRIAM JOHN MADHUMITHA PRIYADARSHINI R MELKEY ANAND A
- 2. Structure Introduction Problem Statement Qualifying Data Methodology Callto Action Lessons Learned
- 3. Introduction The Ladders studyused a scientific technique called "eye tracking" on 30 professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task.“ Argument: some types of online profiles are significantly less efficient than others when recruiters are searching for qualified candidates. According to The Ladders research • Recruiters tend to follow a consistent visual path when reviewing both resumes and online profiles • Advertisements, pictures and “calls-to-action” created clutter that reduced recruiters’ ability to process the profiles. Such visual elements reduced recruiters’ analytical capability and hampered decision-making. [19% of the total time spent – on profile pictures] • Recruiters spend an average of six seconds before they make the initial 'fit or no fit' decision on candidates. Ref: What Recruiters Look At During The 6 Seconds They Spend On Your Resume
- 4. What Recruiters LookFor 1. The recruiters spent almost 80% of their resume review time on the following elements: - Candidate's name - Current title/company - Previous title/company - Previous position start and end dates - Current position start and end dates - Education 2. Beyond those six, recruiters did little more than scan for keywords to match the open position. 3. Because "fit/no-fit" decisions were based mostly on those six pieces of data, an individual resume’s detail and explanatory copy had little impact on the initial decision-making. Ref: Eye-Tracking Study: How Recruiters View Resumes
- 5. Heat map of Recruiters'eye movements on Resume Ref: What Recruiters Look At During The 6 Seconds They Spend On Your Resume
- 6. Ladder’s Video Ref: Howrecruiters look at your resume
- 7. Problem statement 1. Jobapplicant to find data scientist jobs H0 : Data science students are not getting the right job with the current CV. H1 : Data science students are getting the right job with the current CV. 2. Time taken by HR to scan a CV H0 : HR faces difficulties in taking better decisions H1 : HR doesn’t face difficulties in taking better decisions
- 8. Why Visual CV Ref:You Need More Than A Paper Resume
- 9. Ref: You NeedMore Than A Paper Resume
- 10. If a candidatesent you an infographic resume (via email or social media), would you look at it? • 100 percent of hiring managers said yes • 50 percent of inside recruiters/HR said yes • 83 percent of third-party recruiters said yes • 64 percent of other respondents said yes Back in 2013 most hiring entities wouldn’t even consider an infographic (or non-traditional) resume. But in early 2015, 68 percent of respondents said they would look at one if emailed or sent via social media. Ref: Go Ahead. Use An Infographic Resume
- 11. Principles of Datastorytelling Ref: Data Storytelling: The Essential Data Science Skill Everyone Needs
- 12. Qualifying Data Ref: 8Skills You Need to Be a Data Scientist
- 13. CV Evaluation Criteria 1.Know your audience - Company’s having HR data related Problem 2. Relate your role and the industry – HR Data Analyst. Service industry 3. Put yourself in their story – Understand their business and HR functions 4. Make it readable – Visual CV with data, graphs and charts 5. Provide a feedback mechanism – Contact details Ref: Data Storytelling
- 14. Methodology 1. Create thestoryboard Ref: Data Storytelling
- 15. Methodology 2. Define yourpitch Ref: Data Storytelling
- 16. Methodology 3. Produce yourmessage Ref: Data Storytelling
- 17. Methodology 4. Design yourstyle Ref: Data Storytelling
- 18. Methodology 5. Test andrevise Ref: Data Storytelling bharathiprasath_resume.pdf
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- 21. Challenges 1. Infographic resumemay be perceived as less professional. 2. Not all jobs are suited to infographic resumes. Many employers require traditional resumes because that’s what they’re used to and expect. Some employers may use an Applicant Tracking System that scans and looks for keywords to measure the applicant’s fit to the job. That type of scanning doesn’t work with infographics, which means you’re resume would be weeded out. 3. Not all employers are open to infographic resumes. Traditions die hard. There is a difference between differentiating yourself and being annoyingly clever. 4. Using too many colours and shapes can be just as distracting as using more than one font and a variety of formatting options on a traditional resume. 5. Candidate management systems aren't yet built for trendy, and you need your resume to be easily input into an HR department or placement agency's system. Ref: The Pros and Cons of Infographic Resumes
- 22. Video Resume Videoresumes are very unique. Main objective: to helps job seeker to get recruiters attention and his curiosity will definitely increase. Sorting through video resumes is more efficient than scanning paper resumes. Ref: The Pros and Cons of Video Resumes
- 23. Video Resume inSocial Media Ref: Video Resume in LinkedIn
- 24. Published by MicrosoftIndia Ref: Video Resume
- 25. Video CV Ref: VideoResume
- 26. Other Examples andSuccess Story
- 28. Ref: You NeedMore Than A Paper Resume
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- 30. Ref: You NeedMore Than A Paper Resume
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- 32. Ref: You NeedMore Than A Paper Resume
- 33. Call to Action Start creating Visual CV Tools that can be used: Piktochart VisualCV.com Canva.com Infograph.venngage.com Vizualize.me Resumeup Ref: DataScientist_resume_sample
- 34. Lessons Learned VisualCV increases the chances of getting better job for better salary package. Data Storytelling help us to say our story in better way. Apart from Visual CV, we also learned how video and other innovative cv help job seeker to reach the recruiters in a faster way. Now recruiters also started preferring infographic resume rather than traditional paper resume. Visual CV helps job seekers to standout from the crowd. Say Bye to Traditional CV, Go Visual and Get Visible!!!
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