Hire-Sense: Never Fall in Love With a ResumeBy Dennis Troyanos Founder, The Troyanos Group, Ltd.
Journal entry: May 14, 2013 Subject: Never Fall in Love With a Resume Just this week, I was talking to a young manager who was bold to say; “When I like the way a person looks on paper, I tend make up my mind about them before they ever walk into my office … Half the time I just see the interview as a mere formality!” When I heard this I was initially taken aback. Experience has shown that this is the kind of serious error that gets a manager’s nose bloody with his or her senior management team. I have seen many promotions lost because of a manager’s hiring mistakes. But then I remembered a mistake I made in my younger days. I guess some things never change… Early on in my career as an associate recruiter in a small midtown Manhattan recruiting firm, I found myself tackling my first middle management search assignment. After completing an intense round of research in the library, (yes there was no internet or PC’s for that matter at the time), I began the process of placing hundreds of phone calls to potential candidates. After about 2 weeks, I uncovered someone I really liked for the position and was excited to present the resume to my boss, who would then presumably present the candidate to the client. Actually the resume couldn’t have been better. The experience was perfect, the level was perfect, the salary expectations were in line, and the prospective candidate lived 40 minutes closer to our client’s offices than he did to his current job. I was completely jazzed … It looked like I was going to make my first “placement”, not to mention earn the small bonus that was associated with “closing the deal”. After reading the resume very carefully my boss looked over the reading glasses that were perched at the tip of his nose and asked me four questions:
- Is the person smart? And if so, why did I think so … specifically?
- Is his thinking innovative, are his ideas relevant to the stated goals of the position and the long range vision of the client?
- Does he have the skills to grow beyond the immediate position at hand?
- Does his professional style resonate with the management style of the client?