Are RESUMES becoming meaningless?
This isn’t to diminish those who write them as I have written or re-written many including my share of #LinkedIn profiles at this point.
Instead, this article has one intent: Another wake-up call.
If at this point, a hiring manager is hoping to find great talent based solely on a derivative of a tree (paper), they are stuck in hope, delusion, or confusion.
…..
My case:
In 2010, I drove from Enfield CT. to Pittsburgh PA. for an interview.
I was ten months into a new job and was looking to leave.
Worse yet, I had been let go the year before.
When the COO asked me what “happened,” I told him the truth: When I took the business, I wasn’t ready. While I was great at running the business and achieving the KPI's, I was relationally immature. And when I was done answering “what did you learn from it,” he was sold.
It was risky because I needed to leave a toxic environment. But I never let him feel that part. I let him feel my passion for people based on my previous failure to not see people as people.
Incidentally, my resume writer implored me to remove "passion" from my resume.
What is the point?
Resumes, regardless of the spend, will never replace a vast, open, and transparent conversation.
Hiring people is risky in this way: The hiring manager is always making a bet.
They are betting on their decision making first, the person second.
And I don’t know how any PERSON, not a machine, can accurately make great, informed, and sustainable decisions based solely the derivative of a tree.....paper.
Some takeaways:
1. Great recruiters who attract great talent regularly are probably underpaid.
2. Hiring managers who genuinely partner with great recruiters to attract, hire, and retain great talent are probably underpaid as well.
3. Resumes are nothing more than something of value to get to the “table.”
4. To the former point, separation is the KEY: if you cannot or will not separate yourself from the pack, you will probably not get to the “table.”
5. Within hiring, a genuine and authentic conversation followed by high levels of emotional and intellectual quotient levels is the KING, QUEEN, and the difference.
6. Discounting talent based on a resume is 1989 thinking or worse. Depending on the need in the business and current turnover metrics, you may need to open yourself to more valuable conversations.
7. Finally, behind EVERY resume there is:
a. A person who has made mistakes.
b. A person who should not be discounted because of immature bias.
Finish #7 or your thoughts?
#Poet #Family History # Biology at Self
5 年May be, in the farming industry, if some one is willing to work, also referred to you by some one you trust , then you give them a go.
Experienced General physician with strong skills and health care management
5 年Thanks for sharing this article . Well over the years I was asked by many companies to re write my resume and design it to give an impression to the recruiter. I Never agreed anyone writing my resume except my self . I do t like extra fascinating words . I’m me , that my education , my experience and at the end Yes I’m a team player , hard working person and all of the above is true , Done . When I interviewed people not as recruiter but as a senior physician i never liked the so fancy resumes , I felt something is different than the reality . I always evaluated the candidates as per their knowledge, honestly ( I have some 6th sense probably) and their confidence which means a lot to me . And that’s how I would want to be evaluated by any recruiter.