I recently partnered with a client to find an operations management candidate with specific experience in a niche field. The industry that my client required experience in is very uncommon and was going to be very hard to find. Lucky for me I worked in a similar field earlier in my career and I happened to know the perfect candidate for this position. He is a former coworker that I know on a personal and professional level. I told my client about this candidate during our initial conversation and described what he does in his current role and conveyed that this potential candidate has a majority of his “must-haves” and would be a perfect fit for what he was looking for. I reached out to the candidate and he was interested so I immediately arranged an interview. They met and discussed the position and decided this would be a good fit for both parties. They are currently negotiating salary and benefits, and even if it doesn’t work out, it was an eye opener for me.
The point? In my haste of getting this meeting arranged, I never sent a resume to the client. The candidate never actually sent me a resume. I found out later the candidate has never even created a resume! He has worked for the same company for 13 years and never had the need for one. That turned out to be the best case scenario in this example, because I’m confident that most of the things I told my client about this candidate wouldn’t have made the list of bullet points on a resume anyway. It would have just been a document full of big words and bad grammar. And if he failed to include those elusive “keywords” that managers scan for, he never would have made the cut to get a face-to-face meeting.
If you are partnering with a staffing company to find an employee, I urge you to consider more than just a resume. Take a moment to listen to what the account manager has to say about the candidate and why they think you should meet them. I guarantee you will get more accurate information about what could be the perfect employee for your organization than you will find in that Word document with big words and bad grammar.
If you are a candidate working with a recruiter to find the next chapter in your career, make sure you paint an accurate picture of what you did in that last position. Don’t simply recite the first three bullet points from your resume. We want to know what you really did in that job, not the job description answer you copied from the internet. Odds are that job description is full of big words and…ok ok, you get it.
In proofreading this story I realized something. I realized the intangible value we can contribute to both parties involved in this process. I genuinely helped a small business owner find a candidate that has the potential to take his business to the next level – possibly a life changing level. I possibly helped someone find the next step in their career – a career that could help them put their kids through college. Every company has a mission statement. Ours is “to be the staffing provider and employer of choice by helping people and companies achieve their goals”. Don’t let a resume get in the way of those goals.
Brandon has been with Celebrity Staff since December of 2014. He enjoys checking in with candidates after they have started their new job and hearing how happy they are in their new role. Prior to Celebrity, Brandon spent three years in lawn care management. He was also a member of the Armed Forces for five years. He is originally from Fulton, KY and moved to Omaha in 2002 as a member of the US Air Force. He lives with his wife, Stephanie, and their two daughters, Avery and Mallory. He enjoys spending time with his two little girls and he is an avid dart player and golfer.