If you are dumbing down your resume and downplaying your achievements, you are playing small. You are cowering under the pressure of other people’s opinions. You are undervaluing your capabilities.
The majority of my clients are aspiring managers, managers and emerging executives. Some are also senior leaders or presidents of their own companies but are considering corporate opportunities. Many are faced with challenges from being told they are overqualified, they don’t have Canadian experience, or that they are too old.
I had a conversation with a senior leader (someone in his late fifties) this past week where he said that headhunters have told him that he is too old. I asked him how old is his intellectual capital – that mass of knowledge, ideas and experience housed in his cranium that some 30- or 40-somethings wouldn’t have. This man is an executive within the energy industry, and prior to that worked in the investment and bond markets. Will his age prevent him from adding value to a company?
My colleague Sharon Graham, wrote a blog post recently on this topic. The link is posted below. In it she exposed some of the myths about dumbing down one’s resume. She discussed the fact that there is currently a leadership vacuum, and that new industries are emerging, while others are here to stay. For those reasons, one should highlight one’s achievements instead of dumbing them down.
We live in a real world where these things happen, and I know you hear it quite often. Employers, hiring managers and recruiters telling you overtly or covertly that you are overqualified or you are too old. This is a dumb approach and only serves to exclude potentially good candidates. By the same token it puts you on the defensive. There are strategies that you, a potentially good candidate, can use to overcome these barriers:
- Research the potential employer thoroughly then focus on areas where you know you can solve their problems and add value. Don’t apologize for your accomplishments and successes.
- Seek to connect with decision makers, or other people who know these decision makers. This proactive approach might be uncomfortable for some of you but it’s better than constantly uploading resumes that may end up in the resume black hole.
- Be prepared to begin your conversation with something like: “I want you, just for a moment, to suspend your belief that I am overqualified, too old, don’t have Canadian experience [or whatever your specific circumstance is]. If you would like your company to remain where it is, then I might not be a good fit. But, if you would like to see explosive growth within the next X months/years, then we should be having a discussion.” Of course, you have to back up this blatant claim with your proven success stories.
It is the responsibility of managers, emerging executives, or any job seeker for that matter, to focus on what they have to offer their next employer. The next step is to determine how they can package this offer in a way that will have employers reaching out to them. This is not the time to leave your career up to job boards, applicant tracking systems, or junior staff who sometimes screen you out because their perception is that you are overqualified or too old.
If you find yourself downplaying your achievements, it’s time to stop. You are someone with a whole lot of things to offer. Stand tall, pull your shoulders back and be prepared to articulate your stories in ways that produce conversations. If you are meeting too much resistance, then ask yourself if this particular organization would be a good place for your to work.
Have you been told to dumb down your resume? If so, share your story in the comments section below, reach out to a career coach, or contact me. We just might be able to help you overcome these job search obstacles.
Dumbing Down a Resume is Not a Great Idea (Sharon Graham)