| It's Not About the Resume | |
Why the Emphasis on the Resume in Job Search?
|
||||||||||||||||||||
|
By Cleve Rowley*
Saying it is not about the resume is like describing Babe Ruth’s homerun hitting ability and saying it is not about the bat. To a spectator, the bat is the most visible and audible part of a home run swing. With the “crack of the bat,” we see the ball soar out of the ballpark. To the untrained eye, the bat is preeminent because it is the tool that enabled the Babe to make contact with the ball.
The bat is inanimate and is only a solid piece of wood that anybody can buy or make. However, a person with a trained eye, who knows how to evaluate talent, can see beyond the bat. The greatness of the player is the experience, talent (both physical and mental), motivation, desire, confidence and focus. The same principle applies to a job search. The resume is the tool, but not the decisive factor.
As an Executive Coach and Recruiter, the most frequent question I receive from candidates is “how does my resume look?” I don’t want to diminish the value of the resume, but having reviewed thousands of resumes, most only need minor revisions. Yet candidates place so much emphasis on resumes, they neglect other job securing actions and strategies. Why is this and why do I suggest that candidates reallocate the time and energy spent on the resume to other search related activities that provide a greater payoff?
Use Job Search Time WiselyAs an analogy, when we were an agricultural society, we focused our attention on growing food. Growing food had a direct and immediate impact on our survival and putting “food on the table.” Through advancements in technology and education, we no longer concern ourselves directly with farming. We have an abundance of food in this country. Producing resumes has gone though similar changes. We no longer use manual typewriters and whiteout.
In fact, we have more resume developing resources, than we can use. We have professionals who can write our resumes for us. We have software programs to help create resumes and we have job boards on the Internet with countless resumes that we can use as examples. As job seekers, our computers have allowed us to easily edit, reformat, and cut and paste our individual resumes so much over the last 10 years, that by now we should be bored with the document and the process. Again, the resume is focal to the job search, but does not justify the time, effort and anxiety it creates. It is time to move to the next level.
Let's Move to the Next LevelHowever, since candidates are almost conditioned to ask for suggestions on their resumes, one final word. When I give advice to candidates on resumes, I point out that my advice is “one man’s opinion.” This is important because I don’t believe there is a perfect resume. I believe each individual must secure feedback from knowledgeable and trusted friends and professionals; then the candidate must decide how their resume should look.
For example, a common question I get is “should my resume be chronological or functional?" My personal preference is chronological from most recent employment back to graduation date. I want to see the entire history without gaps. When I see gaps or dates missing, this raises a red flag for me, which may be avoided, if I can see the entire employment and education experience. To further support my personal preference, over 98 percent of the resumes I receive are chronological. I know some recruiters might recommend, under certain circumstances, a functional resume, but I see no advantage. My feedback enables candidates to compare their approach with other sources and they can decide what they believe is best for them.
*Please join me in welcoming guest writer, Cleve Rowley, Senior Partner
with Matteson Partners. Matteson Partners recruit top quality job candidates. Their Matteson Partners website
provides information regarding their partners, their respective areas of expertise, and a list of recently completed
searches. The Matteson Partners search process involves working with clients in long-term partnerships to understand
their business, organization, culture and objectives. This enables them to not only advise on a strategic hire, but also
to offer valuable insight into the client's overall human resources. The net result is the right fit for the company and
the candidate, endorsed by their warranty. To reach Matteson Partners, send email to Cleve Rowley,
or call, telephone 770-392-7171. Next page >
If Not the Resume, Then What?
Page 2
All Pages of the Article: 1
2
3
Looking for Wows and Pows
Get a Printer Friendly Version
Did You Know?
I'm looking for work stories that I can applaud or pan publicly. I don't have to use your name or your company name; just
the details. See the new feature,
Wows and Pows, and send email to me humanresources.guide@about.com to add your own.
What's New at About Human Resources?
Most Popular HR Articles
Looking for the newest and freshest content on the site? Check these:
These are your all-time favorites:
Recent Discussions in the Forum
Frequently Asked Questions