Your interview process begins much before receiving a call for the job. In a 30-second resume scan, after we spot you in the mob, your assessment begins. And, while you’re still oblivious to what’s happening, we as recruiters or hiring managers have already met the virtual you. After studying a couple dozen in typical content templates, that’s precisely what all of us do.
Hence, it’s crucial to having a key approach to creating an effective resume before you upload it on recruitment websites.
As a professional serving in the field for quite more than a decade, my eyeballs roll in search of looking for answers to the following questions:
What’s your current role and which organization?
The first thing I notice at first glance in your CV is the most recent role. For instance, You must be a Sr. Manager Marketing Strategist working for a Fortune 50, but is your role just confined to team handling or managing ‘petite things’ like content curation, visual approvals and training. Trust us when we say, designations don’t matter to us. In my recent search for filling up the position of VP Digital Marketing, I came across two candidates, one donning 15 years working experience in the relevant Online Marketing field with a fancy designation versus the other one holding a graduate degree along with 8 years of experience working with two renowned startups. Whom do you think casted the spell?
The position for which we were hiring, demanded a versatile person with due diligence. Completing 9 am-5 pm attendance was not in the job description. I chose the second one for the fact that his startup work culture made him a multi-tasker – his body language spoke louder than words.
Can I see some of your work?
You must be wondering that this is the question often asked during a telephonic or F to F round, then why at the resume review stage.
Well, it’s unfair not to let the interviewer prepare before taking the session. Mention more links or URLs than exaggerating titles and responsibilities because that works as your ready portfolio. Make your keywords come forth – Highlight Keywords. Remember, no attachments just links because I often go through candidate profiles on my phone while on the move. Don’t worry; we don’t judge you on your work links, it’s just to gain some idea about your capabilities and role. Despite looking for the best candidate to fill the position, upon joining, a month or two are granted for him to become adept and comfortable in the role.
Can I practice loyalty test?
Although the stability factor is not of much significance off late, considering thousands of companies entering the industry year on year for hiring, however, I still have a habit of giving an intense glare at your tenure in each company. I don’t mind gaps so long as there’s a sufficient explanation. Did you try your hand at building your own brand and failed miserably? Or took a sabbatical to nurture kids? I’d rather say, #respect.
But, what about all that your previous company spent on you – time, money and skills? I appreciate more if the candidate sticks around with the firm at least for two years. Switches roles within the company could also help break the monotony and leverage career growth.
While I mentioned about all that I give maximum weightage to when going through your curriculum vitae, there are things such as cover letter, fancy formatting, too much of personal details, the education I rarely pay as much attention to. Another set of attributes I’m in disaccord with consists of using MS Word’s resume templates and allowing your resume to be ridiculously lengthy.
There you have it. I’ve covered a Hiring Manager’s perspective of examining you on your stellar work profile and a long list of professional accomplishments, all in thirty seconds, now, I pass on the baton to you to work on your resume and make every second count.
Good luck and happy hunting!
#hiring #edynamic #talent acquisition