What 6Sense^TM Means for Job Seekers

Last week, over 50 members of Career Directors International (CDI) participated in an exclusive behind-the-scenes look at what Monster’s new 6Sense^TM technology means for job seekers. These professional career coaches, resume writers and networking experts were an outstanding audience, triggering an interesting dialogue about the changing face of the job search and what it means for candidates.

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As many of you already know, Monster 6Sense ^TM Search technology powers the first intuitive, intelligent semantic search engine specifically for employment professionals and job seekers alike.  This precision matching technology generates precise, relevant results by contextually interpreting the meaning behind words and concepts rather than relying on the narrow, literal meaning of keywords.

6Sense^TM represents a significant shift in the way employers identify and evaluates talent; consequently, there are significant implications for career management professionals and the job seekers they support. As you can imagine, the webinar raised a lot of outstanding (and thought provoking) questions.

If you want to learn more or were unable to attend last week’s demo, check out a full recording of by clicking here for WebEx access (password: monster)

5 Questions for Javid Muhammedali, Director of Product Management for Monster

We received some important follow up questions that we wanted to answer to help employers and career services professionals better understand the technology informing the next generation of job search.

1. Are cover letters ever scanned or entered into the database?

Cover letters are typically attached to each job application and tailored to the job requirements. Therefore, there is no provision for job seekers to add a separate cover letter to their searchable resume.

2. Does a recruiter choose the new super search (by paying the premium price?), or can they stick with the usual keyword search? Do you expect that two-tier system to continue, or will all searches eventually be the super search? Will the super search eventually be structured so that those searching for entry-level hires will be paying less than those searching C-level?

All good questions and represent some of many possible future directions for this product. Currently, recruiters pay a premium to access Power Resume Search. The Classic Search can also be purchased via a sales person.

3. Is it true that a “general” resume (in contrast to the highly targeted resume) could be an advantage here, considering that many functions/skills are assumed according to job title, and years of experience and currency are heavily weighted?

For employers looking for highly specific skills and roles, a more targeted resume will work best. For a more general position, such as some types of sales, service, and retail, a general resume would work best. The recruiter has the ability to tailor their search to the needs of each position.

4. When recruiters search for entry-level positions, will recent graduates who have worked their way through school come out looking like “job-hoppers” if they list all the part-time jobs, summer jobs and internships they’ve held? (If so, it could be a serious detriment to students who have worked the hardest to make their way through school.)

This is unlikely. If a recruiter is searching for interns and other entry level roles, a candidate with many jobs will be compared to candidates with one or two jobs in total. I would expect that the total experience of a candidate who worked through school would be higher than the total experience of a candidate who didn’t, so they would score higher in most cases.

5. Will job searchers be penalized for having more than one resume in the database? Will it be possible to have more than one resume in the database at a time?

Each job seeker, as identified by a unique email address, can only have one searchable resume at any given time. Seekers can store up to 5 resumes in the system and make a different resume active if desired.

Did we miss anything?  Any other questions we can help answer?  Leave a comment and let us know.

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