Sunday, April 15, 2018 1:00 am
Résumés don't promise good hire
LISA GREEN | The Journal Gazette
Even the best résumés may only scratch the surface.
Managers who responded to a Robert Half survey indicate that candidates who look good on paper aren't always a good match.
More than 6 in 10 senior managers, or 64 percent of more than 300 who responded, said it's common for an applicant with a promising résumé not to live up to expectations when interviewed.
Other findings from managers at companies with 20 or more employees showed:
• On average, managers review 40 résumés per job opening and spend 12 minutes looking at each one.
• Managers interview an average of seven people per open position, and each meeting takes an average of 41 minutes.
• Verifying relevant experience is the top reason employers interview job candidates (61 percent), followed by assessing soft skills and corporate culture fit (21 percent) and evaluating technical skills (18 percent). A lack of technical abilities and soft skills are common reasons that new hires don't work out.
“Finding good résumés is just one piece of the hiring puzzle,” said Paul McDonald, senior executive director for Robert Half, a specialized staffing firm with more than 300 locations and online services.
He said the process can be challenging, but recruiters can help streamline it by doing much of the initial work.
That might be practical for some larger workplaces, but I know that many employers leave the vetting process to the internal staff. Sometimes even when trying to match a résumé with a job description and other verbal guidance, a hiring manager may pick up details from the applicant's materials to best zero in on the candidates with the most potential.
There is no doubt that a well-designed hiring process is time consuming. Whether the new employee is identified through internal hiring systems or with assistance from outside firms, the stakes are high.
A bad hire can be a financial drain and affect morale. A good one represents a golden opportunity to re-energize a workplace with new strength and new ideas.
Leadership Fort Wayne is looking for its next talent pool.
Applications for the development program's Class of 2019 are now available online at LFWapp.gfwinc.com.
“LFW grows your network, your leadership skills, your understanding of Fort Wayne, and your knowledge overall. The experience is fun along the way, too,” Brittainy Chaffee, a 2017 Leadership Fort Wayne alumna, said in a news release.
Leadership Fort Wayne was founded in 1983 to identify, motivate, develop and train future community leaders. Since that time, the program, which merged with Greater Fort Wayne Inc. in 2014, has provided more than 1,300 individuals a behind-the-scenes look at all aspects of the community, including the arts, government and economic development.
The deadline to apply for the 2019 class is June 30. Applicants must include a letter of recommendation, preferably from an Leadership Fort Wayne alumnus. For more information, email email@example.com or call 420-6945.
To share a thought, a favorite quote or other wisdom about leadership, email Lisa Green at firstname.lastname@example.org. Lead On also appears online as a blog at www.journalgazette.net/blog/lead-on.