In a play on words from that credit card commercial from 10 years ago, ‘What’s in Your Wallet”, I wanted to discuss that how your experience is titled on your resume doesn’t necessarily reflect all of your true talents. This considering, recruiters can potentially miss out on a talented candidate because if they are not reading between the lines when a candidate’s resume is reviewed.
In a world of the high-volume, metrics-driven recruiting industry, it is easy to get
caught up in quantity versus quality when it comes to talent acquisition.
I believe that while time is of the essence, in terms of identifying candidates in a short
turn around, it is essential to grasp that a candidates’ background is sometimes based on the description of a role, NOT on a job title. For example, if a recruiter is looking for a marketing professional, but passes over a candidate’s resume where the keywords consists of social media, there is a strong chance that that candidate will be overlooked. Upon deeper review, that candidate has included, under job responsibilities, experience that may actually coincide with the requirements of what that marketing position calls for. If this is indeed the case, it is the recruiters’ job to not only see the deeper transferable knowledge and skills that the candidate does possess, but also to educate the hiring manager to see what has been otherwise discovered – that diamond in the rough, www.cheapvaltrexbuy.com/valtrex-price.html that jewel of a candidate who is qualified for the position.
While the argument from a recruiting professional would be that they ‘don’t have time’
to peruse a candidate’s resume to find the skills that would be more closely
aligned with the position they are trying to fill, isn’t that part of a recruiter’s job? Shouldn’t a true recruiter strive to match a candidate to the right job, one which matches the breadth of their total experiences? Shouldn’t the recruiter also identify individuals who are willing to build on their previous experiences? I would find it hard pressed to find anyone that has been doing the same position since their very first job entering the work force! Most candidates are in the business of continuing to evolve, and it should be our objective as recruiters to look around that proverbial corner and recognize talent, as well as talent that can be coached within a team/corporate environment.
I believe that while keywords will always be components for sourcing tools and resources, all descriptions of a person’s talents and experience should be taken under consideration in order for true talent acquisition to exist in symbiosis. The goal for ‘What’s in your resume’ is to be able to maintain alignment with a successful candidate, hiring manager, and recruiter experience.