Steve's Blog (for Jobseekers & those hiring)

We’ve all been there.  “Thank you for your interest, but the company has decided to move forward with another candidate at this time…..blah, blah, blah.”  I understand how frustrating this can be.  We have extended ourselves to apply to this job, to re-format resumes, to edit cover letters, to practically make @sses of ourselves for the slim chance of being selected to just interview.

I’ve heard it all before.  “It’s the perfect job!”  “It’s my dream job!” “I’m perfect for this job!” “No one’s better qualified for it than me!”  So why is someone else interviewing for YOUR job?

The answer may not be so simple:

Most recruiters and hiring managers hire for what they call “fit.”  This elusive and mysterious set of qualities and/or traits refer to the capabilities of a potential hire and how well they match up to the required job.  In most cases, beyond the written job description, those hiring are also looking for capabilities that transcend a particular job, department, or function.  For many managers/companies, it is critical as to how potential candidates may represent the company and its priorities, morals, and ethics.

So what’s the “right” answer?  What can I tell, email or input into my cover letter/resume/profile that makes me EXACTLY what the company is hiring for?  Many times, it isn’t what is said or written, but who passes the information on.  I hate to sound like a broken record, but again it’s “not what you know, but WHO you know.”

Here’s something to think about:  How many times have you gone and purchased a car, or gone to a movie, or eaten a restaurant because someone has driven that car up to you, or handed you a DVD with the movie on it, or thrown open the doors and said “come on in!”  Well, in a way, an applicant for a job is similar, in that we tend to throw ourselves at job openings and can’t understand why someone on the other side is not saying yes.  We, as applicants, must consider that for the company and hiring manager, there must be a compelling reason for them to talk to us.

Now, if you are a 4.0 honors graduate with experience to boot, this message may not be for you.  You are among targeted candidates that hiring managers may be seeking out, so trying to get in the door is not so difficult.  For the rest of us, what helps allay those fears that hiring managers may have about talking with us?  Aside from the personal reference form that former co-worker, or best friend, we need to be somewhat creative.  In some cases, jobseekers find those that can provide polishing to resumes (helping with language, outlining achievements vs/ routine duties, style, layout, etc.).  These can be vital, but even with this help, how do you stand out from thirty other candidates that have also gotten exactly this kind of help?  While I am looking for clear answers to these questions just like you, I can offer this:

What to watch out for on your resume (in other words, Steve’s Top Resume “Hot-Button” list):

1) Spelling & Grammar

First off, PLEASE be aware that whatever information listed on your resume will be a reflection of you as a candidate.  In many cases, we get so caught up with getting the resume into the hands of a recruiter/hring manager, we tend to forget the simple things such as grammar, spelling, punctuation.  We are left scratching our heads as we try to figure out what went wrong, when it only take a few minutes to proofread what we are sending to ensure that the language does not distract from the overall message: HIRE ME!

2) 1-Page Rule

I have received different advice from many hiring managers and recruiters on what is preferable regarding length of resume.  Honestly, I don’t have too many hangups on how long it is, other than the content on the first page should be compelling enough to make me what to read further.  I believe the best advice I can provide here is that if your background, experience, and skills justify the longer length, by all means go ahead and add the pages.  Just be aware that most recruiters (and hiring managers for that matter) have very short attention spans.  They also will typically go through stacks and stacks of resumes, so consider this when submitting your “short novel of your working life.”  I advise prudence with language, allowing for concise sentences that provide as much detail as necessary without boring the reader to death.

3) Drop the Job Description

If your jobs listed in your resume have statements that start with “I was responsible for…..,” or “I was in charge of…..,” or “I held the position of…..,” consider rewriting these completely.  The purpose of any line on your resume should accomplish the following: A) Identify some problem or business need; B) Provide a clear description of an action or set of actions you completed to solve the problem or business need; and C) qualify how your actions provided measurable results to the company department or team.

4) Specialize, Specialize, Specialize

Many resumes and job search strategies from candidates read like they have no idea what they want to do, or how they build value for a company.  Again, summaries or objective statements seem to read like they are willing to “work for anybody, anywhere, doing anything.”  As a recruiter or hiring manager for that matter, what value is there for me?  I compare this to a potential bus passenger stepping into traffic to catch a bus with his or her face.  Yes, this does get attention, and will get you noticed, however, it could also get you run over, and possibly ignored.

Instead of the blind approach of throwing yourself in front of a job and hoping for the best (“hire me, hire me, I’ll do anyhing!”), consider that recruiters and hiring managers ore busy folks too. Any steps that can be eliminated help their workflow and get them closer to the candidates they want.  That doesn’t mean you can’t do the little things to improve your chances.  If connecting with a friend at the same firm for a referral, push this a step further by picking their brains to get details of resumes from top prospects previously hired.  As appropriate, get yoru resume, cover letter, email correspondence, etc., to align with these proven hireable candidates.

5) Be Truthful

By all means, be truthful and accurate with the information you are communicating to a recruiter/hiring manager.  In this day and age of instantaneous research, blogposts, and web-based trails, it behooves all of us to be sincere and honest with the informaiton we are using to promote who we are and how we buidl value for potential hiring companies.  This serves to support our credibility and suitability as candidates, but also speaks to our integrity as we build value-adding careers for that employer.  For hiring companies, their main concerns will be impact to the bottom line and how their employees reflect on the firm’s values and principals.  The owneness of protecting our own individual reputations and standing within the community is our own responsibilities.

As I contemplate on this subject further, I will add to this post.  In the meantime, I encourage all other readers to add their own insight and build on this discussion topic.