I am spending an inordinate amount of time reviewing resumes and one particular word keeps appearing throughout many of the resumes. The word is… proven Perhaps the most insipid phrase is this – “proven track record.” Every time I see this phrase I immediately want the candidate to prove it. In most instances, the quoted achievement would be difficult to prove to an outsider. That fact makes this throw-away phrase easy to included. My personal take is to have the candidates simply state their record in numbers.
Continue ReadingHunters Will Negotiate
I have come across this fact with many of my customers and it always surprises me that they are taken aback by candidates who want to negotiate. One thing that business development salespeople do is negotiate. They live for the hunt which includes qualifying a deal and influencing the money structure to their benefit. Generally speaking, a good hunter knows he or she is good at what they do and they also know that companies are willing to pay for their skills. That being said (or written?), hiring managers should not be put off by sales candidates who want to discuss (i.e. negotiate) the salary of the position. Salary.com ran… Read More
Continue ReadingHiring Better
Well, I am back from an extended summer vacation. Ok, it wasn’t a vacation, we have been swamped which is a good thing. Our activities have all been tied around hiring which seems to be bubbling up slightly in highly-selected areas. One thing I have noticed percolating this summer is the use of assessments. This has been our business since 2004, but it is truly taking off now which seems counterintuitive to me. However, I heard an interesting Wall Street Journal interview this morning where the reporter stated that companies hiring today have to make the right hire. Each position is crucial as most companies are running with lower numbers… Read More
Continue ReadingThe Value Of An Updated Resume
I am stuck in an ongoing cycle of sourcing. Just when I am about to be worn down, I come across a resume that lists the candidate’s technical skills. The first thing listed: -MS Windows 98 Seriously…Win98? My guess (hope) is that the candidate simply has overlooked that part of his resume for years. That is about the only explanation because I certainly hope he isn’t touting his technical proficiency with an operating system from 13-14 years ago.
Continue ReadingOf Scary Fonts
Just reviewed a resume written entirely in Comic Sans font. Scary.
Continue ReadingA Not So Amazing Stat
Just read a resume that boldly stated, “Made over 500 cold calls in 1 year.” One year. In my younger days, I was in sales jobs that required at least 50 cold calls a day so cranking out 500 in a year is…underwhelming.
Continue ReadingResume Writing
I am filtering through many resumes right now and having a wonderful time examining some of the unique stylings of candidates. Some flavor: -One candidate listed his core competencies…TWENTY FOUR of them -Another stated this, “Subject Matter Expert in dilemma analysis.” -Another misspelled his name – his name Never ceases to amaze me when sourcing.
Continue ReadingMost Overused Word
My vote for the most overused word in resumes: Dynamic It has become cliché in my eyes.
Continue ReadingIt Is All About Communication
From today’s Herman Trend report (emphasis mine): The other highlights of the study are fascinating: the least happy of the generations is the Baby Boomers. They expressed the strongest discontent with their employers and the greatest frustration that their loyalty and hard work have been neither recognized nor rewarded. “Almost one-third (32 percent) of Baby Boomers surveyed say a lack of trust in leadership is a top turnover trigger—the highest ranking by any workforce generation.” Employers are most vulnerable to lose their Generation X workers. Lack of career progress is their top exit trigger (65 percent). Only 28 percent of Gen X employees surveyed expect to stay. This intention to… Read More
Continue ReadingSelling Experience
I have been swamped in sourcing activities recently and have decided to push some random thoughts up to the blog. Here they are: -Selling for modern-day monopolies (like utilities) is far different than selling in the highly competitive, cost conscious marketplace. Sales candidates with these backgrounds must be screened for their ability to qualify money. I have found that skill set lacking in these candidates. -Why are candidates turning into stalkers? I realize the job market is still incredibly tight, but I have come across many candidates who simply overdo it. Sense of timing is an aptitude we assess and I am convinced it is more important now then ever.… Read More
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