Resumes in the screening and hiring process can be useful and, done right, downright helpful. There are however, more pitfalls than advantages. Our observations are from a very practical point of view: we see people get hired every day. We experience the value and disadvantages our clients have in the use of resumes as screening devices.
In order to get full value (if that is possible) from resumes in the hiring process we must address some of the realities surrounding their use. First of all, they are a necessary tool in the process at hand. They are, however, only of value If they are accompanied with a face to face interview. Resumes are one dimensional. They only reveal in written form a person’s past. Since they are subjective there is no way they can be a balanced presentation of a candidate. To use them as a screening device is treacherous since there is no objective standard for them.
A wise man stated that “The only time we are perfect is when we write our resume.” Unfortunately, that seems to be the case. A recent study proved that everytime an average resume is written, one more falsehood is made or implied. For the most part, they just aren’t that reliable.
The average resume is read for 32 seconds. Recently 250 director level human resources executives from Fortune 500 companies were polled. They stated that they received 100 resumes each week. Only 5% of these resumes ever led to an interview and only 30% of the new hires first came to their attention through resumes. It is however true that 85% of these professionals use the resume during the interviewing process. Another recent study of 250 companies concluded that it takes an average of 200 resumes to fill one position if the use of resumes is the only source of finding candidates. Obviously, the use of resumes to screen candidates is a real “crapshoot” .
Who reads resumes makes a big difference in their effectiveness as a hiring tool. If an intermediary such as the personnel department is involved in the initial process, it’s important for them to be briefed in detail as to what they should look for in a resume. The recognition of certain types of companies or experiences may be of value to a hiring manager and not to the third party. The further removed from the personal need for an employee the resume reviewing person is, the less effective the resumes are.
Unfortunately, resumes are used to screen candidates out. They are used to eliminate people rather than to find out why they might be good. The result of this reality is that good candidates get eliminated for reasons that have nothing to do with their professional employment or performance. We were recently told that a candidate was being eliminated from being interviewed because the objective on his resume stated that he wanted to be associated with a growing company. Since the company he sent the resume to wasn’t growing or expanding he was eliminated. Now what does that have to do with his peformance or the company for that matter? We subsequently placed this same person with the same company. He was qualified. His objective was silly. That had nothing to do with his professionalism.
The way a person writes his resume may have nothing to do with his skill level or ability. Since most candidates don’t write resumes professionally and don’t do it everyday they are at a disadvantage. The best resume writer is not necessarily the best performer. He may market himself the best, but that doesn’t make him a good accountant, salesperson, etc. We have seen close to perfect resumes written by average (at best) professionals. We have also seen poor resumes written by extremely good people. The idea that true professionals must know how to write good resumes just isn’t valid. People that review resumes looking for mispellings, typos, etc., are going to find them. Admittedly people shouldn’t have these errors on their resume, but are we looking for professional performers or professional resumes writers? We can get lost in details, and lose sight of our whole objective. . .to find a good, competent employee.
Tony Beshara is owner and president of Babich & Associates. Beshara has been in business since 1973, and he alone averages $2.5 – $4 million per year in billings. If you have any questions about this article, please call (214) 823-9999.
© Tony Beshara, Babich & Associates
