Your Resume and the Hiring ProcessPosted: July 17, 2012
You might understand that your resume becomes part of the hiring process as soon as you start submitting it to prospective employers for positions you know they have open. However, you might not realize some of the ins and outs of how recruiters and hiring managers deal with your resume as part of their hiring process. I believe any insights you can get into that could prove useful in conducting a successful job search. That’s why I particularly enjoyed reading a new article by Dr. John Sullivan, “What’s Wrong with Using Resumes for Hiring? Pretty Much Everything.”
Problems regarding resumes and the hiring process
I’ve read a number of articles by Dr. Sullivan, and I don’t always agree with everything he says, but this article makes a lot of good points, so I highly recommend reading the whole thing (I can only touch on a few high spots in this post). Sullivan lists 30 problems and divides them into 5 categories:
- Top 5 factors that most negatively impact the quality of hire.
- Content-related resume problems.
- Non-job-related factors that could impact the quality of the submitted resume.
- Format-related resume problems.
- Problems with the typical resume assessment/screening process.
Job seekers’ perspective on resumes and the hiring process
Sullivan’s articles are generally written from the perspective of HR/recruiting professionals, but he does sometimes include points that can be useful to you as a job seeker. For example, in this article he mentions the following:
“Resumes do not include information on all of the key assessment criteria – candidates are generally assessed on four criteria: 1) are they qualified? 2) are they available? 3) are they interested? and 4) do they fit? Because most resumes are really simply job histories, they thus only address the first criterion … are they qualified?….If you ask candidates a simple question — Does your resume accurately reflect what you are capable of doing? – the answer is almost always no.”
My comment here is that your resume absolutely should not be just a “job history” and absolutely should reflect, to the greatest extent possible and reasonable, “what you are capable of doing” for the prospective employer. Otherwise, it will probably make you sound like all the other applicants who are pursuing that position. Standing out from the competition as a highly qualified and potentially valuable candidate is what it’s all about! If you’re simply #499 in a line of 500 applicants, why should the company want to consider you?
And here’s another critical point: “The candidate’s job results may be impossible to verify — many candidates fail to include the results and quantify their accomplishments, making the quality of their work difficult to assess. Others include results and numbers that may be exaggerated. Unfortunately, in most cases it is simply impossible for the resume reader to verify the accuracy of these numbers.”
What can you do about that? Possibly several things, but especially these:
- Use only facts (statistics, etc.) you are comfortable discussing in an interview. That means, for starters, that you know you achieved those results and can speak about them confidently. Also, you’ve presented them in a way that doesn’t violate the company’s confidentiality rights.
- Stick to the facts and provide solid support that indicates their validity, even if you can’t provide all the details in the resume. Whenever possible, use facts that can probably be verified in some way.
- If you can, use independent, third-party testimonials and verification in your resume. For example, a short quote from a senior manager or someone else with clear relevance to the situation can make a point that it’s hard for you to make on your own behalf. You don’t necessarily even need to use the person’s name, but his/her title (position) should be noted.
Again, I encourage you to read Sullivan’s entire article. It’s worth the few minutes it will take.