You’re probably aware that as a nurse practitioner applying for a job, employers are looking at much more than your resume. This extends beyond the way you communicate on the phone or over email, and even goes further than a background check. Many employers are checking out prospective additions to their team on social media channels like LinkedIn, Facebook and Instagram to understand what exactly to expect if they bring you on board. Not only that, some employers are going so far as to use your online presence and additional screenings to decide if you deserve an interview. Will these practices make resumes are a moot point for professionals like NPs?
The Wall Street Journal recently published an article about companies that are ditching the resume and instead relying on software algorithms to sort through applicants and find the right person for the job. The smart hiring technology also identifies candidates with the potential to move from early career roles to upper management. Unilever PLC, the maker of Dove soaps and Axe deodorant, is piloting the concept. While computer algorithms do the initial sorting of applicants and make initial selections, real-live employees do make final hiring decisions.
How does the software gather information about prospects? Rather than ask candidates to submit a resume, the new hiring technology collects data from an applicant’s LinkedIn profile. Then, the software asks candidates to play a series of short online games. These tasks assess qualities like short-term memory and concentration under pressure. Unilever reports that the HR experiment has been a smashing success. The software filters out anywhere from 60% to 80% of applicants identifying those best positioned for a final round of interviews.
So, for the question of the day – when can nurse practitioners expect to ditch the resume? In reality, not anytime soon. Even if companies do adopt similar technology as a screening tool, NPs making it to the last round of interviews will need a resume. Not to mention, technology is notoriously slow to be adopted by the healthcare sector. But, what implications do stories like these have for nurse practitioners?
1. Recognize that Automated Screening is a Reality
While healthcare companies may not be asking nurse practitioner candidates to play online games to assess speed and accuracy, large organizations do often use automated resume screening tools. Applying for a job online? I’ve talked before about how to beat the resume screening robot. Use these techniques to get your resume noticed.
2. Audit Your Online Presence
Do you have a LinkedIn profile? Which of your images are available publicly on Facebook? Privately? Job-seeking nurse practitioners must assume that everything posted online, publicly or privately will be seen by a prospective employer’s eyes. If the content your social media profiles depict is borderline, remove it immediately. In contrast, make sure you do adopt a professional online presence by creating a robust LinkedIn profile to showcase your skills and experience.
3. Expect Competition
Many nurse practitioners I talk with take a lackadaisical approach to their job search. They apply for positions online at random without a plan for follow-up. Or, they simply don’t take the time to format their resumes appropriately. Avoid sloppiness in your job search. You may get discouraged from time to time, but applying for positions without energy and accuracy is readily obvious to a prospective employer.
4. Tech Savvy Is a Must
You don’t need to be a computer programmer or software developer to work as a nurse practitioner. However, far too many NPs neglect to adopt the tech aspect of their positions. Healthcare employers are increasingly requiring that nurse practitioners be comfortable with EMR platforms and basic computer skills to land a job. If technology isn’t your wheelhouse, take some time to improve your skill set.
Has your online presence helped or hurt your job search?
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