Leaders: How to Get Your Next Job

Resume Stack

In my career as a Leadership/OD practitioner, I have had the great luck of making some great hires. I have also had the not-so-great luck of making some not-so-great hires.

Along the way, however, I have found that having an open position can drive some of us to drink.

Whine & Wine

Right now for a recruiter or hiring manager, having an open job requisition seems to be an anomaly and a luxury, rather than a reason to whine and wine.

But I am finding it is still harder than I would’ve thought to get the right hire in the right role.

Tailor Made???

I recently posted an open role and saw a plethora of resumes come in.

Job Candidate

The first thing I was struck by was how some people did not tailor their resume to the leadership development position I was posting.

~ I got OD people…

~ I got HR people…

~ I got Talent Development people…

~ I got Recruiters…

And even got one wayward Accounting guy who must have gotten lost somewhere in the corridors of Indeed.com.

What I didn’t get much of, however, were people who spent the extra 10-minutes tailoring their resume to what the job really was.

What happened to the advice we all heard that key words mattered?

Know Your Audience

Did these applicants not ever hear the blatantly obvious advice that:

  • Hiring managers would only spend five seconds reading your resume?
  • You needed to make a quick case for your candidacy?
  • Using your current work email address as your contact makes us feel uncomfortable and bad for your current manager?

Once I was able to dig through the chaff to get to the wheat and had phone interviews, I found that I had to spend time focusing some of the candidates on relevant pieces of their resume.

These candidates had good experience and great qualifications, but I wish I didn’t have to work so hard to find that out.

Finding Good Talent

Those of us who have worked in and around HR, leadership, and employee engagement know that hiring someone for our own team is fraught with savvy questions, tough sells, and sometimes deep probes into our company’s value for our function and the service value profit chain.

I love that. I do that. I hope you do it too.

But with the amount of fantastic talent out there, looking for work, I would like to ask those of you that have open positions:

  • Are you finding what I am finding?
  • That there is good talent out there, but they don’t always know how to market themselves?
  • How can we help our brothers and sisters to be more savvy candidates and pitch more effectively for roles?

According to SHRM, we are going to see more turnover and thus more open roles.

All I know is, I am almost out of wine, and no one wants to hear me whine. Ideas, anyone?

**********

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———————-
Rachel Wallins is VP Leadership Development at Wolters Kluwer
She provides overall Talent Management Strategy Development and Implementation

Email | LinkedIn |  Web 

Image Sources: joblirious.com, software-documentmanagement.com

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5 Responses

  1. Great words! Nice job Rachel. Timely.

  2. Such an interesting take on hiring! Seems to me that there is some responsibility incumbent on the hirer to dig a bit deeper than we might naturally be inclined to dig and perhaps find a gem among the masses of people who have submitted resumes that might not have been tailored to the job. Does that make them a bad candidate? Perhaps, if there are others who did take the time to showcase how they fit, and by that they surpassed even the highest quality candidate who didn’t make the extra effort. But maybe we shouldn’t throw the baby out with the bathwater.

    • Absolutely agree and I do try to take the team to dig for gold. But I also feel that more responsibility is on the candidate to stand out from the crowd, and with joblessness being what it is that candidates would want to do everything possible to make themselves the best candidate. I am just surprised it is taking as long to fill the open roles I have….

  3. Might it be that corporatations, HR or the hiring manager want the perfect candidate to limit training costs? In early times employers had entry level positions so they could mentor and train future leaders.

  4. [...] Leaders: How to Get Your Next Job [...]

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