10 Oct 1706 Views , ,

As part of our work at Kingscroft, we try to track candidates so that we can contact them as roles come up that might suit them. We do this by maintaining a data base and asking candidates permission to keep their details on record.

About 12 months ago we were running an assignment where we looking for a Health Safety Environment and Quality (HSEQ) Manager for a client in NSW who was building a large hazardous storage facility.  At this time we received an application from Anthony.

Anthony was quite a good candidate for this role.  At the time he was working in Western Australia in a remote location and his contract was coming to a close hence his application.  We spoke with him a couple of times by phone and despite his resume under selling his capabilities as an HSEQ Manager he was in the final 5-6 candidates under consideration for the role.  In the end the role went to another candidate.

In providing feedback to Anthony that he had missed out on the role I mentioned that while he interviewed well I felt his resume undersold him.  When asked by Anthony what he could do about it I suggested some changes and provided him with a different template.

We had not had any other contact with Anthony for about 5 months when a similar role came up.  Having noted Anthony was a suitable candidate for this new role, we rang him up in WA to find he was working in a new job.  He said since he had reworked his resume he seemed to get a lot more interest from employers/recruiters and felt it had helped him in securing his new role.

So what was different? 

The major change we suggested for Anthony’s resume was to focus on “What, When, Where” and not “the How and Why”.

A good (but not necessarily exact) indication of a candidates capability are, achievements, skills and qualifications and the context within which the candidate has been working  (job scope, size of company , budgets, size of team etc.).

Highlight achievements that have had an impact on the employer’s company performance and where possible use numbers ($, % or statistics) to describe the impact.

Show when and where you achieved these things.

Avoid talking about responsibilities… this is what you should of done. Talk about what you did.

How you did something,  why you did it …………… save for the interview where you have more opportunity to tailor what you have to say.  If you try and write this in a resume it will take up a lot of space and cloud your capability.

See Your Resume in our Candidate Care section.

Blog Posted by Garry King, Director –  October 2013

Garry king Kingscroft Garry King is an Executive Recruitment Consultant, Owner and Practice leader at Kingscroft Consulting. Garry has been in the recruitment industry for 19 years, and brings a wealth of knowledge and experience to help both candidates and employers across many specialist industry sectors.