The landscape of employment for job-seekers has changed dramatically since the beginning of the pandemic in Alberta. As of May 2020, the Alberta Government reports an unemployment rate of 15.5%. Combine that with experienced employees furloughed from various sectors, new graduates and those seeking a new career direction may have a steeper hill to climb than before. We continue to discover what is the new normal for Alberta post-pandemic, we revisit the topic of how to put your best foot forward when optimizing your resume for your job hunt.
Tundra Technical Solutions is a global recruitment agency headquartered in Toronto, Ontario. Since 2004, Tundra has grown quickly, today operating offices across North America, Europe and Asia. They work with top global partners actively seeking the best talent in multiple sectors such as finance, insurance, healthcare, technology, retail, energy, utilities, construction, mining, telecommunications, transportation and government to name a few.
Ever considered utilizing the skills a recruitment agency may have to offer? It may be the right time considering the volume of applicants in the hundreds on certain job postings, as shown in the image below. We spoke with Christina Esposito, Marketing and Communications Lead and Internal Recruiter for Tundra Technical Solutions on ways to optimize your resume for recruiters in the new normal.
(Source: LinkedIn Job Search)
Should your resume be written chronologically or functionally?
The key difference here is whether or not your work experience should be written as a timeline of your previous positions or should it be laid out in the form of what experience you feel is best suited for the position you are applying for. From a recruiters perspective, Christina mentions:
“We like to see a reverse chronological order of previous work experience. We recommend placing all of your technical skills right at the top of your resume, and then go into your most recent experience.”
Should you tailor your resume for the specific job you are applying for?
Say you are actively applying to open positions, tailoring your resume can be a time consuming task if your objective is to apply to the first 10-20 open positions you find. To that point, applying to everything you see can be detrimental to your efforts when utilizing a recruiter. Keep in mind, there is a human processing your candidate profile, and their efforts are to find the best talent for their employers. Christina offers a recommendation that can mitigate time for both the job seeker and recruiter:
“ we absolutely want to see someone tailoring their resume that matches the job description. A good tip for someone who might not want to go through a whole overhaul, is to first make sure that the job you’re applying to is relevant to your experience, recruiters can see if you’re applying to the first jobs that pop up for example. It becomes clear they haven’t really looked into the position they’re applying for. So, a lot of care and detail should go into those applications if you want to have the greatest success. Ultimately you want to make sure that the job description lines up with your skills…”
What is the best resume format that can be read autonomously through recruitment software?
As mentioned above, some positions can receive hundreds of applications. If you haven’t been made aware by now, recruiters utilise software called an Applicant Tracking System (ATS) or what is referred to as resume parsing, which allows the hundreds of resumes to be read and processed, thus creating a candidate profile highlighting the most relevant information to send to an employer. Say you spent endless hours on the most aesthetically pleasing resume to give that ‘wow’ factor, that may have been a solid practice in the past, but ATS systems have difficulty processing these resume formats, thus your candidate profiles could be lacking important information.
“I would recommend against a PDF format. The reason being is that Microsoft Word documents are the most legible and easiest to parse with. The way the ATS works is, someone sends in the application, the ATS picks those keywords from their resume and matches them to the actual job description. Inserting images or a lot of text can make it difficult for recruiters to look up your profile in the future.”
What should NOT be included on your resume?
Some of these you may already know, but let’s be clear, having a resume with only relevant information is your best chance of success. Working as a retail store manager I had received countless resumes from individuals seeking employment. During that time, I had encountered some of the most outrageous and creative resumes from all walks of life. By no means am I a recruitment specialist, but sticking to the basics was a winner for my new hires during that time. Christina offers the perspective of a recruiter for what not to put on your resume:
“Jumping right into things like objectives or hobbies is fine, but we would recommend against it because the longer you make your resume, you can decrease the chances of someone reading the full document. Best practice is to always keep your resume one to two pages with only relevant information. For industry veterans that have lengthy work history, you should only list the most recent and relevant experience.”
Should you include links to your social media?
Social media plays a significant role in the recruitment process for both agencies and hiring managers. LinkedIn has become a major part of what we call this ‘new normal’, with more than 20 million companies listed on the site and 14 million open jobs, it’s no surprise that over 75% of people who recently changed jobs used LinkedIn to inform their career decision. When it comes to social media, Christina offers her recommendations:
“90% of the time, recruiters are looking at your LinkedIn or Twitter. We want to make sure we get a holistic view of the applicant. 40% of our hires last year were candidates we sourced directly from LinkedIn. We have situations where we have candidates that look great on paper, but after we do some investigating. He/she doesn’t actually prove to be the person he/she was saying on paper. It’s a point of validation and puts a face to a name. My recommendation would be to keep your social media profiles clean, descriptive and showcase your accomplishments, especially if you have a public profile.”
This information should offer you some insight into how the employment landscape is changing and what best practices to implement for your job hunt. Who wouldn’t want to save time and effort on what can be an arduous task?
If you would like to learn more about Tundra Technical Solutions, speak to one of their experienced recruiters or to view their available positions in Alberta, check out their website here or message them on their Facebook below.
A recent University of Toronto paper by Jeff Allen and Steven Farber examines work access as measured in travel time to get to work.
• A recent University of Toronto paper by Jeff Allen and Steven Farber examines work access as measured in travel time to get to work. The “30-minute job access” is a rounded-up average in all heavily populated regions in Canada.
• The 2021 census revealed that nationwide, 66.8% of Canadian workers had a one-way travel time less than 30 minutes.
• Automobiles overwhelmingly dominate work access in the reviewed census metropolitan areas (CMA) in Canada compared to public transit which trail automobiles by multiple orders of magnitude.
• Transit in Montreal performs the best with automobiles providing 30-minute access to about 3 times (300%) as many jobs as transit. On the other end, automobiles provide access to almost 10 times as many jobs in a 30 minute trip in Edmonton.
• Canada’s transit commuting share of 30-minute accessible jobs remains a fraction of those available by automobile despite vast increases in public spending designed to decrease automobile usage.
• Governments and their politicians may see this data as a challenge to be met by policies that narrow the gap between auto and transit access. However, the chances of achieving this are virtually nil. Further, the remote work revolution following the Covid lockdowns will make it even less possible.
• Politicians and policy makers would be much wiser to end their focus on forcing or urging Canadians to use transit as opposed to automobiles. From an economic development perspective minimizing work trip travel times should be a primary objective. Improving and adding to road infrastructure is a much wiser use of tax money.
In late-2014, per-person gross domestic product (GDP), a common indicator of living standards, stood at $58,162 (adjusted for inflation). By the end of 2023 it was actually slightly lower. This means Canadian living standards haven’t increased in a decade.
In a recent speech, the Bank of Canada’s senior deputy governor highlighted the risk posed by chronically sluggish productivity growth to the country’s living standards. She also noted that stalled productivity makes it harder to reduce inflation and keep it at (or close to) the Bank’s 2 per cent target.
Productivity is conventionally defined as the value of economic output per hour of work. Over time, it’s the most important determinant of overall economic growth. In a mainly market-based economy such as Canada’s, particular attention should be paid to the productivity performance of the business sector.
Unfortunately, here the news isn’t good.
Business sector productivity has flatlined in Canada, with the level of output per hour worked essentially unchanged from seven years ago. This pattern of productivity stagnation, in turn, is the principal reason why the value of economic output per person has stalled in Canada. In late-2014, per-person gross domestic product (GDP), a common indicator of living standards, stood at $58,162 (adjusted for inflation). By the end of 2023 it was actually slightly lower. This means Canadian living standards haven’t increased in a decade. That’s not a picture any Canadian citizen or policymaker should be happy about.
For many people, GDP is an abstract concept that doesn’t easily map to their lived experience. But the level and rate of growth of GDP clearly matter to the wellbeing of citizens. Academic studies confirm that worker wages are based in part on the productivity level of their employers. Put simply, the most productive businesses generally pay higher wages, salaries and benefits.
Moreover, over time individual and household incomes can only grow if the economy itself generates more output per hour of work and per person. When per-person GDP increases by 2 per cent a year (after inflation), average income doubles within 35 years. With 1 per cent annual growth in per-person GDP, it takes 70 years. At 0.5 per cent growth in per-person GDP, 139 years must pass before the average income will double. In Canada, per-person GDP has been declining outright, an alarming and unusual trend.
Addressing Canada’s productivity crisis should be job one for the federal government’s 2024 budget, which the Trudeau government will table on April 16. In the early 1980s, Canada was roughly 88 per cent as productive as the United States, measured by the value of output per hour of work across the economy. By 2022, that figure had dropped to 71 per cent, and it’s continued to decline since then.
What can be done? So far, the Trudeau government has relied on population growth fuelled by high levels of immigration to drive economic growth. That strategy has manifestly failed, as the government itself recently (if sheepishly) acknowledged by dialing back the numbers of non-permanent immigrants who will be admitted to the country.
A smarter approach is to boost investment in the things that make businesses and workers more productive—machinery, equipment, digital tools and technologies, intellectual property, up-to-date transportation and communications infrastructure, and research and development focused on bringing innovative products and ideas to market, rather than keeping them in the lab or in academic institutions. Canada’s record is poor in most of these areas, as evidenced by the fact we trail far behind the U.S. and many European countries in the level of business investment per employee.
That will need to change if we hope to up our game on productivity and lay the foundations for a more prosperous Canada.
