When job-searching and hiring moved to the Internet, it was supposed to get easier. By opening up job applications to anyone with a data connection, the theory was, people would more quickly and easily be able to find the best job for them. That didn’t happen. What happened, of course, was that the average online job posting now receives 250 resumes in response (ERE.net). By making it easier to apply to jobs, the Internet has made it harder to get one — and also made it harder for companies to find the right people from among all the applicants. Because of the overwhelming number of applications for each job, the average recruiter spends just six seconds looking at a resume. He or she spends almost 80% of that tiny sliver of time looking at just six data points:
- Applicant name
- Current title/company
- Previous title/company
- Previous position start/end dates
- Current position start/end dates
Five seconds and six pieces of information decide whether someone gets a second look for a job and whether a company gets a chance to add a new team member. At Bright, we didn’t think this paradigm benefitted anyone. We decided to do something about it: we built an algorithm, the Bright Score, that evaluates resumes using data developed through a survey in which a panel of HR professionals evaluated tens of thousands of real candidate resumes against real job openings. Now, after having completed a second and even larger survey, the Bright Score incorporates what we learned from having almost 100 HR professionals review over 41,000 pairs of resumes and job openings. These professionals considered the average resume about 27 times longer than the average recruiter does — and we’ve tuned the Bright Score to replicate their work to identify matches between people and jobs in less than three seconds.
Because of the Bright Score, on Bright.com candidates can see within seconds which positions they score most highly against. Just as importantly, recruiters can see within seconds which candidates score highest for their job openings. As a result, Bright.com is a jobs destination where ten million people who are actively seeking jobs come to find their next position, and we’re getting more resumes each day.
Over the next couple posts, I'll detail the original study we ran to validate the Bright Score and the second, larger study that has further refined it. (Edit: The remaining posts in the series are now available. Find Part 2 here and Part 3 here.)