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The resume is the candidates'
biggest bet.
Situation:
Although
everyone agrees the resume is a flawed document, hundreds
of thousands are transmitted each day electronically.
Although the majority of resumes exceed the boundaries
of good salesmanship, the resume continues to be the
document that begins the application process for the
candidate. Your resume may or may not get you a reply
or an interview. Most likely the latter, but recruiters,
HR personnel, and hiring managers include or exclude
you from their list of potential candidates based on
information contained on your resume. The resume continues
to be your biggest bet.  more
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Resume evaluation is a
highly subjective process, and resumes offer no clear,
objective process for linking the information they contain
directly to job performance.
Why Is the Resume a Weak Link?
No matter what tool you
use intuition, resumes, ability tests, behavioral interviewing,
etc. the primary purpose of all selection tools is to make predictions about
how well someone can do the job. Certain tools are inherently better predictors
than others, and making accurate predictions require the use of the right tools
for the job. But when it comes to accurately predicting job performance, research
and practice have both shown that the best tools have the following characteristics:
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- Are based on a clear, objective definition of performance
for the job in question
- Provide an objective way to measure traits related
to this definition
- Ensure that all candidates are evaluated in a standardized
manner
- Provide a scientific and therefore an objective scoring
system that ensures candidates can be compared to one another using the
exact same information
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When you compare the resume review process to the list
of qualities required for making good predictions, the shortcomings of the resume
are clear. There
are several reasons why the resume is a poor foundation for matching people with
jobs. For instance:
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- Resume evaluation is a highly subjective process,
and resumes offer no clear, objective process for linking the information
they contain directly to job performance.
- Resumes do not measure workplace behavior. They don't
get under the surface to provide hard core data about a candidate's ability
to do the job.
- It is almost impossible to translate the information
found on a resume into the kind of quantifiable, measurable data needed
for accurate prediction.
- There is no standardization among resumes to
ensure that candidates are compared to one another in a systematic,
objective manner.
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Resumes are just too subjective to be used for making important predictions
about
a candidate's ability to do a job.
 close
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Action:
The
burden of proof regarding one's resume resides
with the candidate. Ask yourself a few questions:
 Do you believe that your future may depend on the accuracy,
relevance and depth of the information you make available via your resume to
your prospective
hiring manager?
Do you believe it is reasonable to expect an organization
to provide you with meaningful and substantive information about a job position,
enabling you to
make the best and most predictable decisions about your future, if you are not
willing to do the same for them?
Does your resume have a bias to the “formal” and
the “hard” aspects
of your history, whereas your potential for the organization more often resides
in the “informal” and the “soft” aspects of you presently? more
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If someone brought you relevant and accurate information
to make better decisions, would you want that information? The logical and reasonable
answer is yes. Consider
then what a hiring manager needs to know in order to make an informed hiring
management selection decision regarding yourself.
For example, if you're an organized person who makes plans for everything, support
that claim on your resume with information based on cognitive science. After
you complete the Center for Applied Cognitive Studies' WorkPlace Big Five ProFile™,
your IERS™ gives you the ability to choose and integrate your career experiences,
accomplishments, education, traits, subtraits, and competencies into your IERS™documents.
Get references up front who can vouch for your career accomplishments.
Improve the validity coefficient (trustworthiness) of your resume and represent
yourself well.
“Over 87% of employees fail, not because of
capability, but because of
attitude.” U.S. Dept. of Labor.
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Results:
Résuméfit's patent pending, scientifically
based Integrated Evidentiary Résumé System™ (IERS™) gives candidates
the ability to:
1. Increase their resume's relevancy and validity (trustworthiness)
2. Identify good job fit
3. Document what they've accomplished
4. Predict what they’re capable of doing
5. Direct them to the top of the appropriate resume pile
6. Protect your resume's content against alteration with the use of a digital signature more
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Candidate
Benefits of Résuméfit:
1.
Get to the top of the appropriate resume pile and
to the front of the appropriate interview line
2. Identify good job fit and then increase your chances of finding it
3. Pre-qualify yourself by providing real evidence of your accomplishments
4. Portability - complete the IERS™ process once and use everywhere
5. Represent yourself as best as possible – differentiate yourself as
you are a unique being
6. Collaborate with the prospective employer by sharing who you really are
and what you can really do
Once you've completed your Integrated Evidentiary Résumé System™ (IERS™), hiring managers will receive an exceedingly more valid resume where
experience, workplace behavior (trait fit data), talents, and education are
integrated to support your accomplishments and your ability to meet the requirements
of the position.
close ...
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