Our ski town hiring surveys show hiring managers who are looking for seasonal staff are getting a lot of resumes. The world wide average number of resumes received per open position in ski towns is 36, and that figure goes up to 50 for Canada.
There’s not more job hunters, it’s because so many of them “send out as many resumes as possible”.
One Canadian employer asked “do these candidates even read the job description”?
The answer in many cases is “no they don’t”
So many Gen Zedders play the numbers game when job hunting. More applications = more interviews = more offers, and that results in more “no shows” when candidates accept multiple offers and only show up for one of them.
Getting a resume from a candidate who obviously hasn’t read the job description is annoying, but the problem is easily dealt with by binning the resume and moving on.
The big problem is when job hunters use AI technology, and don’t read the job description. Those resumes look good. Click on the link to see how job hunters use AI. Warning, it’s scary.
Employers have to expect a lot more good looking resumes sent by people who have never read the job description. It’s going to be very hard for employers to spot those junk resumes when more job hunters use AI resume software.
If you want to see how AI resume companies are encouraging the high circulation of junk resumes watch this promotional video. Yes that’s scary too.
underqualified? just apply anyway.
Here’s the brutal truth for hiring managers. The job hunting strategies of young people, combined with AI technology is creating serious problems for people trying to put together a strong seasonal workforce.
Not only can you expect a lot more resumes, when you receive one, it…
- is less likely to showcase the candidate’s actual skills
- more likely to be created just to get an interview
- will often hide the candidate’s flaws, especially their communication skills.
- look very similar to all the other resumes you are receiving.
- is often seen by a huge number of other hiring managers.
- is less likely to have crucial details such as visa status, availability dates, and travelling companions.
- maybe even come from an entirely fake candidate.
If your hiring strategy allows job hunters to submit an application in under a minute, your hiring strategy is not fit-for -purpose. When the season starts, and your new hires have to show up and perform, that’s when the real problems kick in.