We are all used to have this pressure of writing all the skills we think are related to that job and recruiters are dying to read.
You know them:
– Communication Skills
– Negotiation Skills
– Customer service skills
– Leadership Skills
– Time Management Skills
And the list can go on…and on…and on…
Let’s look at this from 2 perspectives:
1. You are the recruiter
You have a position and you need to evaluate all the candidates that can fit in that role. Let’s say you are looking for a “Customer Care Manager”. You are the HR responsible for a house booking website and you need someone to be very customer oriented.
They ask you for these skills:
– Great Communication skills
– Interpersonal relationship skills
– Organization skills
– Detailed-oriented skills
You have 200 application how are you going to select from those?
A) You look over who state those words on their resumes
There’s a big risk involved here because everyone can write they have communication skills even when they don’t. And the concept itself is very biased so we don’t know exactly what each candidate consider to be a “Great Communication Skills”. So what can you do? Look over their resume what did they do that can state support their claim of great communication skills. Are numbers involved? Great! Did they wrote a personalized cover letter or Summary? Perfect!
B) You look over for past Customer Service Positions
Of course only someone who have held that position before is eligible for that role. Wrong! You can have someone who played that role before but it is not where they belong. There are actually a lot of employees who hold current positions because of their past ones without realizing how they could be investing in their real talent and passion in a different area. Look for opportunities similar to the customer service ones. Look for a people-oriented person who clearly demonstrate their power in leading/managing/motivating others. If someone writes you saying they are looking for a customer service position but they don’t have the experience yet, call them for an interview. That’s what you need, people motivated to passionately work in your company.
C) You don’t look over nothing and you just follow your gut
Following you gut can be as effective as over-analyzing everything. In fact, it can be more effective. You already know what you are looking for and you know what the company needs. So try to read a resume and imagine if after reading it that person would be perfect for the role or not. Is there something that really excites you about that specific resume? Call that candidate for an interview.
2. You are the candidate
Imagine you are a recruiter and you arelooking for a person for that position, go through all the topics above and then look at your resume and fix what you need to fix. Another option is to write about why you are the right person for that role. Write it just for you, not like a cover letter. You’re applying to that position because something is dragging you for it. After writing about it, look at your resume and see if it reflects what you just wrote.
There is no science about this. And this why HR subjects are so interesting and generate a lot of discussion and different opinions. The true is that there is no way to measure those skills by looking at a resume. You never know how perfect the person is for a specific job until they start working there. So don’t try to find robots. We are humans and that’s what your resume should reflect and your company should be looking for. Unique individuals that can bring that individuality to your company. Don’t be afraid to try!