Resumes: The Big Mistake Everyone’s Making

Whether you’re trying to secure a new job, new consulting project or contract work, there are two chief ways you differentiate yourself from your competitors. 

You do it by showcasing:

a) The results you deliver and

b) The unique way in which you deliver those results (your style, approach, attitude, values, etc)

As a potential employer, I don’t really get an opportunity to assess number 2 until we meet and I get to know you better (…unless you’ve been introduced through a referral who speaks highly of you - which should always be the preferred approach where possible).

So if you’re trying to secure an interview with me and stand out from the crowd of other applicants, you need to be telling me all about number 1 - the results you can deliver and the ways you can help me and my firm.

So instead of being a history of your professional life, your CV/resume needs to showcase the results you’ve delivered to date and the value you’ve created for your employers. Tangible, measureable, commercial outcomes that you’ve a track record of delivering. With percentages, $$$/£££ values, KPIs and other ’soft’ measures that are credible demonstration of your success to date.

And that’s the big mistake most people make.

Their CV/resume usually reads like an orbituary - a summary of every role, responsibility, education, training, hobbies, favourite holiday destinations, their preferred dessert etc…..

Okay, I labour the point - but you get my drift I hope.

If you want to stand out, then your CV or resume must be heavily focussed on showcasing the problems you’ve solved, the results you’ve delivered and benefits you’re previous employers have accrued from your services.

So don’t get hung up on finding the ideal layout, font, key words, length, style and all those things that many people over think when resume writing. Instead I suggest you focus on one big thing: make it much more about  what you’ve delivered and much less about everything single thing you’ve done to date.

When you do it in a way that is tailored to the needs of a specific role and the needs of a potential employer (or range of employers if writing to recruiters) you start avoiding the mistake which I see so many job seekers make and maximise the chances of you securing an interview.

“But what about my experience and education?” you may ask.

Your experience and education aren’t really true differentiators because there will always be someone with similar work experience and qualifications (especially in the current job market). And most of the time there will usually be someone with much more relevant experience and a far better education than you. That’s life.

Of course you need to include ample attention to your experience, but differentiate yourself based on the results you have delivered and you’ll have a far better chance of having your CV/resume stand out and so securing interviews.

By Sital Ruparelia

Comments

[Keith DeLong]

As an employer, I have a somewhat different perspective after working through the hiring process twice during this year. It seems to me everyone is already pitching themselves in terms of the 'results they have delivered' in prior positions. Such an approach not only doesn't differentiate, I've become skeptical of such 'delivered results'. In the process of reference checking I've repeatedly found that an applicant's role in delivered results is often less central than one would think after reading a resume. Key players leading the way to outstanding results are not so often looking for work. Unfortunately, that's how the incoming resume stack has often read.

Using your less favored approach (b) has worked much more reliably for me as an employer. I want to know the way the applicant uniquely contributes to a company/team. What do they bring in terms of energy, focus, style and values? The top interviews and candidates were consistently from resumes where the personality, style and/or unique approach stood out. It mattered greatly what kind of person was applying for the position. Such information provides essential context for the still important achievements, education, and prior experience.

Perhaps were a bit unique in our niche as a small time clock software publisher. But for us, the resumes that quickly gave me a feel for the 'right person' rather than the 'good producer' invariably were the best candidates interviewed.

[Sital]

thanks Keith,

As you'll see from the following recruitment article I've written, I'm in complete agreement with you about prioritizing the elements in b) when hiring - regardless of the size of the firm:

"Focus On Recruiting Values, Attitude and Personality"
http://www.authenticresourcing.com/recruitment/focus-on-recruiting-values-attitude-and-personality/

And even from a job seekers perspective, I actually think b) is the more favoured approach in differentiating yourself as everyone's personality and style is unique to them and so a natural differentiator.

But the challenge is trying to get these qualities across on a resume (which what the article was about). It's not impossible, but it is challenging for most people to give a sense of their personality, style and values on a short resume without resorting to simply saying "I'm really enthusiastic, honest and hard working" which to me means nothing as anyone can just write those statements.

But if you express a set of results you've achieved and give sense of how you achieved them it starts to give the reader a sense of your personality and style. And hence why I suggest emphasising the results in your resume.

As a side point, with your own hiring, you want to consider taking a competency / behavioural approach to your interview process where you ask candidates to talk and walk you through precisely how they delivered the results they say they have.

When you take this approach and probe them appropriately, you'll very quickly weed out those people that have actually delivered those results and those that say they have. It may save you some time in doing the referencing. If you do a phone based competency interview before you meet them you'll save a heap of time in wasted meetings. Just a thought

thanks for taking the time to comment

[Randi Bussin]

Sital:
I totally agree with your post about showcasing results and key differentiators. I get so many calls from prospect clients not finding work and when I look at their resumes, I am FLOORED. They are so poorly written, and just include a laundry list of responsibilities and duties. I think it is our job to help our clients uncover what they are good at, what makes them unique and them coach them on how to highlight their uniqueness and accomplishments in their career marketing documents, both on and offline.

[Rohit Bhatia]

good post ... but sometimes it becomes overwhelming to learn al these techniques especially when every blog says something different.

It's a good read for sure but I am not sure how many employers agree to that

[Recruitment agency Philippines]

Good post. These are really educating especially to us graduating students. Cause some resume are poorly written and unfocused about oneself. I totally agree that your resume must be focused on your "result delivered". And showcasing your self in a manner that is appealing.