April 2025 MCDA Conference

According to the conference evaluations, one of the biggest hits of the day was the General Session after lunch that included a panel of five (5) recruiters and HR professionals representing a variety of industries and organizations.  They shared information on their hiring processes, the current job market, recruiting trends, and their use of Applicant Tracking Systems (ATS). Attendees learned first-hand fantastic insider insights that will be of tremendous value for our clients and any job seeker.  Read on for the full notes!  

“Best” General Advice to Career Coaches

  • Meet with a talent acquisition/recruiting staff member and/or staffing company once a year to stay abreast of  the latest trends and needs.
  • Be intentional in putting your most important content as your top bullets on your resume so they get noticed.
  • LinkedIn Profiles are Key to the application process. You MUST have a great LinkedIn profile.
  • Coach candidates to always respond to recruiter calls, even if it’s to say, I’m not interested in x position.
  • Coach candidates to really sell it in their interviews:  Articulate, what value do you bring?  Why are you the best fit for this position?

ATS – Applicant Tracking Systems

Know that employers may only utilize these to track applications, and may not use the scanning for keywords functionality. 

Government: Minnesota Department of Human Services

  • Get 50-100 applicants for each position open.
  • Candidates must meet 100% of the Minimum Qualifications to be moved forward.  Therefore, language and reference to each must be within the resume.
  • Encourage engaging with talent acquisition specialists and hiring managers on LinkedIn – especially after an interview.
  • In general, are open to applicants sending follow-up communication, but respect whatever timeline has been given.  E.g., if applicant was told, we should be getting back in 1-2 weeks, wait until after 2 weeks has passed before reaching out.
  • Your resume may be compared with your LinkedIn Profile.
  • This department does not use ATS to screen resumes – live humans review each resume
  • Some positions may have a skills assessment as part of the interview process, usually in-person, after an interview.
  • Be sure to call out where you went above and beyond

Nonprofit: Be the Match aka National Marrow Donor Program (NMDP)

Be the Match does not use ATS AI keyword scanners; human beings review resumes.

Suggestions to applicants –

  • Write well, proofread carefully!
  • Don’t worry about the high number of applicants – a lot of people apply badly!
  • Must meet the majority of the Qualifications to be considered.
  • Most jobs allow ‘relevant experience’ to substitute for a formal degree.
  • Certifications are usually a “preferred” qualification, not a required one. A posting will specify if a certification is required. 
  • Usually, networking is as or more important to do for higher level roles. 
  • Their applications do not accept completion on mobile phones.
  • If you are applying to a role you’re overqualified for, a primary concern will be that you’ll be bored in the role. Address this proactively.
  • Candidate use of AI during interviews – interviewers can tell if someone is consulting an AI tool as the interview is taking place.  Can tell when typing, eye movements, answers are too clean and sound phony, poor answers to follow-up questions.
    • Candidate fraud is a big concern and recruiters are watching for this.

Corporate: Medtronic (Early Careers Talent Acquisition)

Offer 400 internships and receive over 30,000 applications nationwide.

College students should pay attention to career center events and Handshake events – Attend!

  • Apply early in the posting cycle.
  • Resume – it’s about the ‘So What’, the results and outcomes! Be sure to eliminate the fluff (job responsibilities) and show where you went above and beyond.
  • Highlight any leadership roles in life.
  • Some positions require very specific technical skills
  • They are moving toward requiring specific degrees less often.
  • If specific certifications are required, they will cite in the job description.  If not cited there and you have, the certification will be a ‘nice to have.”
  • If the job description noted a specific degree, this will outweigh any certifications one has.
  • When rejected, it’s likely because candidate does not meet minimum Qualifications.
  • FT job applicants can be bumped if they include a desired salary number in an application that is not within their budgeted range.
  • Find the key recruiter connected to the position and follow-up with them on LinkedIn. 
  • Recruiters are paying attention to who engages with them and with their business. Show up well and be prepared!
  • Talk with executive recruiters when they reach out to you. Most roles at this level are not even posted so it’s important to be known to others to be considered.

Staffing: Beacon Hill

  • Job-hopping is a concern.  Be able to explain gaps in employment.
  • If positions are temporary or contract, they will be labeled as such; conversely, be clear with recruiter your preference.
  • Coach candidates that if they use an AI tool to write cover letters and/or resumes – EDIT! A recruiter can easily spot AI-written materials.
  • The trend is employers are not requiring a degree, are more interested in soft skills and accomplishments that demonstrate specific skills.
  • Presenter reinforced the importance of candidate networking activities and seeking out informational interviews.
  • Recruiters can see if you viewed their LinkedIn profile; this is viewed positively and shows you did your research. Do this with all those you’re interviewing with.
  • If you are a highly experienced job seeker, you may need to reconsider your salary requirements.
  • Answer recruiter calls! Even if just to say you’re not interested in the role. 

Large nonprofit: United Way of the Twin Cities

  • Many of their positions require a license and employment background in a mental health area.
  • They often use staffing agencies to find their talent.
  • Degrees are preferred, but not required – related experience will suffice.
  • Be sure you identify your transferable skills in your resume; tailor it to the position. The recruiter doesn’t have time to connect the dots for you.
  • Should you reach out to a hiring manager / recruiter proactively to be noticed? Mychelle says YES!
  • In interviews, show them who you are and why they need you! 
  • Should you negotiate? Yes!

Notetakers: Naomi Hagen (Panel Co-Coordinator) & Jennifer Rogers (MCDA President 2024-2025)