[font=verdana, 'Bitstream Charter', serif]Two of my kids are about to enter the work force, and the more time I spend looking at their resumes and advising them about the best ways to present themselves, the more I see the importance of moving beyond the resume, for both job candidates and hiring managers. That isn’t to say the resume is dead, as some people claim. I believe it’s still your ticket into the building. But it’s crucial to go further than that one page of work and education history to find out whether the person and the position are a good fit.[/font]
[font=verdana, 'Bitstream Charter', serif]As a candidate, the resume is one tool in an expanding toolbox that now includes LinkedIn as essential. Companies may value one platform more than another depending on their corporate culture, but both must be in peak professional shape. That means making sure that every i is dotted and every tis crossed; When I speak to business students at my alma mater, Saint Louis University, I remind them of the importance of good form. You all have to know an English major or two, I tell them. Ask one of them to proofread, proofread, and proofread again. If your resume is your ticket in, don’t get stopped at the door by something that’s so easy to control. Remember, you’re crafting a story that begins with the resume or LinkedIn profile and continues through the interview process.[/font]
[font=verdana, 'Bitstream Charter', serif]The most crucial aspect of the job search is the interview, and it’s my belief that job seekers need to prepare better for them. Research the company in order to have relevant questions to ask and talking points to discuss. Role-play with a friend and practice telling your story. Then practice some more. Practice until you’re so used to telling your own story—whether it’s what you studied and why, or what work you’re passionate about and hope to do more of—that you don’t have to think about it; when it’s second nature, you’re freed up to focus on making a connection with the person interviewing you.[/font]
[font=verdana, 'Bitstream Charter', serif]It’s equally important that hiring managers go beyond the resume too. In a candidates’ eagerness to get work, they sometimes stretch the truth, so it’s vital for hiring managers not to rely too heavily on the printed page. Social media is a valuable resource for assessing the intangibles of a candidate’s suitability. What kinds of things do they post, what organizations are they involved in? Just as a candidate is crafting a story, the hiring manager needs to be able to read between the lines.[/font]
[font=verdana, 'Bitstream Charter', serif]The more time a prospective employer can spend face to face with the candidate, the better. For more senior level hires, take them to lunch or to tour a facility—a change of environment that breaks down the formality of the interview process and allows you to spend time with them in a different context can be very illuminating. It may seem like a lot of work, but it’s more work to hire the wrong person. Getting time outside the structure of the interview can show you what’s not on the resume: whether they will be a good fit with the team.[/font]
[font=verdana, 'Bitstream Charter', serif]Another useful technique is to direct a receptionist or other employee to have some interaction with the candidate when she arrives. Then later ask his impression. Was the candidate irritating or dismissive? How did she behave when she thought no one was looking? That kind of input can provide details that fill out the picture.[/font]
[font=verdana, 'Bitstream Charter', serif]Finally, I’m an advocate of personality testing. Though tests like DISC assessments aren’t the final word on someone’s suitability for the job, it is possible with tools like that to get an idea if a candidate is what you’re looking for—did they need too much direction? Or were they unable to allow input from others? Ultimately these pieces form a picture of the candidate’s character, which can be the most important key to a good hire.[/font]
[font=verdana, 'Bitstream Charter', serif]Though resumes are still necessary, they are only one part of the package and should be treated that way. The extra time devoted to a prospective hire is always a good return on investment, because the story is only really clear when you get face to face. As my kids begin their job searches I am convinced more than ever of the truth of what Frank Danzo says in his book of the same name: People Hire People, Not Resumes.[/font]
