Beyond the Buzzwords: A Call for Authenticity in Today’s Resume Game

Like Shawn Spencer famously quips in one of my family’s favorite TV shows, Psych, “I’ve heard it both ways.” ?In the context of today’s job applications, this phrase is indeed apropos.?

Some job search professionals advocate candidates utilize a singular resume with minor tweaks for each open position. ?Others say every application should include a bespoke resume tailored to the desired role. ?The expectation for job seekers to tailor their resumes for each application is rooted in the idea of optimizing alignment between a candidate's experiences and the job's requirements. ?However, this approach overlooks the fundamental purpose of a resume: to serve as a comprehensive, authentic representation of an individual's professional journey and capabilities.

“But Pearce, times have changed. ?You have to play today’s application game!”? AI tools and program algorithms now screen submitted resumes and determine which personality-free CVs move forward and which are placed in the digital equivalent of the ol’ circular file. ?While technology continues replacing the receiving end of a resume’s intended target, the catalyst is still very much human. ?Job candidates like me are finding it necessary to submit hundreds upon hundreds of applications to electronically managed resume processing and tracking tools. ?This relentless push for bespoke resumes transforms the noble pursuit of employment into a disheartening game of Hiring Hide and Seek, stripping away the human element at the heart of every job search. ?Good screening tools provide experienced recruiters data that drives insight necessary to bridge the gap between what is presented on a resume and what the position entails. ?The organizations hiring staff are best positioned to understand the nuances of the role and how a candidate's broader experiences can offer unique value. The applicant is blind to such critical details. ?In response to job postings, we diligently research, network with both colleagues and strangers, and painstakingly edit our resumes, all in the hope of bridging the gap that technology has widened. ?Yet, what if we're missing the point? ?We’re guessing. The only information we know for certain is our own experience.? We hope we’re familiar enough with the organization’s current hiring process to update a resume effectively, submitting it in a file format we assume displays our assets in a visually appealing manner. ?THEN, with the flip of a coin as our guide as to will it or won’t it matter, we craft our best, standout cover letter attempting to amplify our unique selling points that are specific to this desired role.?

The supposed requirement or “edge” in crafting a unique resume for each position is not only labor intensive, it also exacerbates this now already thankless and often demoralizing state of job hunting. ?And yet, sometimes, I play along.? On occasions I’ll create a resume teeming with skills and ‘key words’ specific to the role as advertised. ?I don’t do it expecting different results. Driven to the brink by this untenable process, I find myself customizing resumes not in hope of success, but as a desperate measure to maintain my sanity by “mixing things up.” It doesn’t make a difference. ?I’m no more likely to hear back from an employer with a customized resume practically quoting the entire job description as my most recent experience- than by submitting my resume. The resume I created and had vetted by multiple people: those who have worked with me and those who haven’t.? HR professionals, job coaches, hiring managers, my ex wife. . . I’ve asked for feedback from everyone.? It’s undergone multiple reviews, specific word selection, easy to understand formatting. . . let’s just say my resume was crafted. Tailored or untailored, I get the same response from either mode of applying- bupkis.

The current state of this process, often devoid of any two-way human interaction, is not working.? I can’t believe I’m longing for the time when a quick glance at a hard copy resume or online pdf immediately showcased an applicant’s ability to communicate their personality and other values no technology platform could ever appreciate. ?Ironically, what I hear over and over again is that getting your resume in front of someone involved in the hiring process, through the actual process of human connection and interaction, yields the most results of at least receiving a phone screening, if not an interview or actual job offer. ?Bypassing the AI and key word screening, anecdotally at least, leads to most resumes being ‘seen’ and moved forward. ??

A single, meticulously crafted resume is more than a document, it's a narrative; a unified and authentic testament to a professional journey that refuses to be diluted by incessant tailoring. ?Constantly altering a resume to fit specific job descriptions risks homogenizing the individuality and integrity of one's professional identity. ?It detracts from the essence of a resume, which is to showcase a person's enduring skills and accomplishments, not just their ability to match keywords in a job posting. ?The premise of customized resumes also presupposes a level of precision in job descriptions that often does not exist. Job postings can be vague, overly ambitious, or misaligned with the actual needs of the hiring department. ?Expecting candidates to tailor their applications to such descriptions can lead to a misrepresentation of their skills or a focus on superficial matches over substantive alignment.

How can tailoring a resume increase the chances of making it through applicant tracking systems when the author does not know what filters are being applied to gatekeep access? ?I urge employers and recruiters to transcend the narrow confines of customization. ?Recognize the broad vistas of a candidate’s competence and transferable skills, the potential contributions that lie beyond the keywords. ?Job searching is a two-way street, where both parties bear responsibility for finding a good match. ?The insistence on customized resumes not only places an undue burden on job seekers but also overlooks the essential human aspects of hiring…insight, potential, and the capacity for growth and adaptation.

It's time for a new covenant between job seekers and employers, founded on mutual respect and recognition. A balance where authenticity is valued over keyword compliance, and potential is seen as a promise, not just a parameter. Together, we can, and should, redefine the future of resumes and job searching in the artificial intelligence age.