I was reading the “interwebs” the other day searching for Hay Day cheats and I stumbled across some resume writing companies. While I was disappointed that I couldn’t figure out how to cheat the mind numbing addiction called Hay Day, I was even more astonished at the number of companies out there who wanted to write and rewrite resumes for people.
Over the last 20 years or so, countless people have given me their resumes to review, edit, offer advice, check the paper quality, and many other things. My comment is always the same: How does this tell someone who you are as a person and what you are capable of? For all I know you had someone write this for you.
Not too long ago, I found a resume online. The resume looked perfect: leader of a large multi-national company, director of many different distribution channels, responsible for growing company from zero to a multi-billion dollar company. Surely, everything we were looking for. But buried at the bottom of the resume it said:
Education – 15 Years Federal Institutional Education (received enough credits for early release)
Who was the resume for? That’s right…a convicted drug dealer. It was then, that I pretty much stopped using the resume to qualify people.
By using a resume to determine whether or not someone is a fit for a job – you lose out on finding great people. I will admit, the resume can be good for looking at hard skills – education, number of years in one industry, certifications, etc. But that is it. I once read a cool article that took some of our “titans” of industry and connected their “resume” to a basic job requirement. They all failed. Can you imagine if you were the guy who passed on the likes of Bill Gates, Warren Buffet, Richard Branson? Yikes!
When we interview someone, we have a conversation. We talk about their life, their successes, their failures, how they became who they are, and their most significant triumph to date, and then some. We then ask those who make it through the interview to participate in a short personality assessment on the computer. We use the results of the interview(s) and assessment to determine job fit – not the resume.
Getting away from the resume has given our clients (and us) a 92% retention rate of the candidates we place after five years on the job. That’s pretty darn good.