Every so often I read a blog post or hear comments about the death of the ubiquitous résumé, and I am sometimes tempted to believe it. After all, it draws its competition from the overabundance of social media tools and, to a lesser degree, from individuals with the ‘gift of gab’ who can talk themselves into any job without a résumé.
But, let’s pause for a moment! Probably, the résumé isn’t dead after all. A few days ago, one of my clients was interviewed for a Senior Vice President position by the top three honchos of a company. They were impressed with the content and structure of his résumé because after the interview, he sent me the following note:
The Top Guy stated he had never seen a better résumé and appreciated the time and effort I put into it. I was straight up and told him I solicited assistance. I said, “No one stands alone but draws on other people’s expertise as required”. He loved that.
Naturally, I was happy for him that things went well, and by the looks of it, he may be getting an offer soon, but I also reflected on the CEO’s comment. This couldn’t have happened if it was a collaborative effort between the client and me. Before crafting the résumé, I put him to work by having him complete an assessment to uncover his strengths and the work environment in which he strives best. It was a worthwhile exercise for him as he wrote to say, “I want to express how important this process has been for me to re-evaluate my worth and experience. I have a fire I have not had in a while!”
The next step was to delve into his background, unearth his success stories and formulate them into a cohesive value proposition that articulates what he is good at, what he consistently does well, and how he delivers tangible results. He was stunned when he received the draft document and remarked, “To say we are blown away (the wife and I) would be an understatement. This is GOLD!”
Before meeting with company officials, we also discussed interview strategies – what to say, when to say it, and what to hold back. This brings me back to the question, “Is the résumé really dead as some would have us believe?” Not really! Hiring managers and recruiters usually request one; job postings ask to submit one, and CEOs sometimes want to see one before agreeing to meet a candidate. What is on its way out is the résumé as it used to be. The one devoid of value-based scripts, filled with ‘responsible for…’ statements and does not address the employer’s needs or buying motivators. Such a résumé cannot stand up to the competition and will certainly meet its demise if it hasn’t already. On the other hand, the one that tells stories, focuses on major strengths, and promises value, that’s the résumé that will lead to interviews and then to a job offer.
What are your thoughts? Have your say below.