Firstly, I share here an article and would ask you to read it before going on. It shares the best six attributes of a CV/ resume according to a top head hunter:
When I read this piece, my heart sank for two particular reasons. The reality is that this headhunter isn’t really saying anything that comes as a surprise to most employees in companies or potential job hunters. However, there are two aspects that stand out as going directly against what so many companies claim they want in today’s fast moving and creative work environments.
Let’s remember that the review of a CV by a headhunter or their employees will determine which candidates get called for further interviews and exploration. A CV doesn’t land a person a job, nor is it meant to. Likewise, nobody can claim that the issues I’m about to flag up can be discussed out in the face to face discussions – those won’t happen if the CV/ resume is rejected at the pre-selection stage.
The first issue is in point 2 in the article – a clear story of progression. According to the article, attractive candidates have nice linear careers with every step logically thought out and all steps thoroughly thought out and in the control of the candidate.
Companies and employers today claim that they are crying out for people with creativity and the willingness to take risks. Some also claim that people should be willing to take lateral or even backward steps in order to gather knowledge and experience so that they can move forward armed with strong skills and abilities. Such a route won’t look nice and linear, with logical progressions all in ‘the right direction.’
What the article says is an admission that whilst companies say this sort of eclectic gathering of knowledge and being able to bring new and innovative ideas to the table is what they want, their actions tell a different story. It says we reward those who are masters at climbing the greasy pole in nice logical self-directed increments.
Secondly, as highlighted in point 4 of the article – we want CVs/ resumes that are honest and reflect integrity on the part of the applicants – no untruths or exaggeration. However, points two and three represent a reality that makes it almost inevitable that large numbers of job applicants will embellish and expand on reality when it comes to their achievements – especially when you take the two points together.
According to this piece, you have to be able to show this lovely linear career progression, with unmitigated success at every step. Yet, we tell employees that they shouldn’t be afraid to fail, that failing is a great way to learn. We also tell them to subsume their personal identity in the interests of teams. So, if you’re part of a team where the project takes too many risks, doesn’t succeed or is curtailed by the company (even perhaps for political reasons), to admit so on a CV would be the kiss of death.
Yes, employers have to do a massive sifting exercise to decide shortlists for who to interview. But, if their actions tell everyone that the people who get interviewed are those who have trodden a safe, predictable, politically crafty career, especially if prepared to polish the apple a bit – then that’s what they will have to choose from.
Ant then, they can keep bemoaning the lack of fire, creativity and risk taking entrepreneurship in their employees.
Shame.
Filed under: Educators of tomorrow, Leadership, Life, Our Environment, School | Tagged: creativity, creativity in the workplace, Curriculum vitae, CV, entrepreneurial employees, leadership, recruitment, resume, risk taking, teams | Leave a comment »