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.
I recently posted an open role and saw a plethora of resumes come in.
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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Image Sources: joblirious.com, software-documentmanagement.com
- Hogan Collaborates with Thinkwise to Launch Hogan ThinkBox, an Online Leadership Development Resource (prweb.com)
- Why You Shouldn’t Conform Your Resume (money.usnews.com)
- Resumes are dangerous (alexmaccaw.com)