Gone in 6 seconds!

TheLadders recently posted a study on how long the average recruiter spends looking at a resume.  So much for the myth of 10 seconds - we're down to 6 seconds!

Enter Dr. John Sullivan's article (see www.ere.net - posted July 16, 2012):  What's Wrong With Using Resumes for Hiring?  Pretty Much Everything

The best part of the article is that it can be read from two perspectives - from the perspective of the resume reader (I believe this is the intent of the article) and from the perspective of the resume writer. Regardless of your perspective, there is incredible value.  Dr. Sullivan lists the top 30 problems (this means that there are more than 30).  Here are a few . . . . . with anecdotes/true stories from candidates we encounter.

Resumes frequently contain untruths and half-truths

The writer references some staggering numbers.  My personal favorite - 92% of college students admit to lying on their resume and that 53% of all resumes contain actual lies.  We see it all the time - inaccurate dates of employment, fictitious degrees and entire jobs removed (other jobs/dates stretched to cover the time period).

• Please note - there is a reason we get a release from our candidates to verify degrees/check references.

Negative information is omitted

I call this the digital camera revolution.  With our current phones having better cameras than any actual camera we had even a few years ago, we take and retake and retake pictures until we get exactly what we want.  The same is true with the resume we send/post.  You don't send one with typos, negative information, etc.  You send what you want the reader to see.

Resumes contain no statement of accuracy

There is a reason companies still use some sort of application process (on-line or actual paper). There is a statement that the candidate needs to sign - assuring accuracy of the information.  There is no such statement attached to the typical resume.

The candidate's job results may be impossible to verify

I have often said that I wish the world was as good as the resumes that are out there.  Yes - we do want resumes to list accomplishments.  We also want reality - and to know what the individual accomplished and what they/their team accomplished.  Not everyone personally saved the company.

So - what makes for a strong resume AND a stronger candidate vetting process?

Details mid-August!