Perspectives

ARTIFICIAL INTELLIGENCE is the latest and most pervasive technology tool in a long history of resume creation resources. As resumes transitioned from paper to digital, we saw word processors, personal computers, LinkedIn (2003), and online resume builders come into play.

Now more than 60% of job seekers use AI to build, rewrite, or optimize their resumes. Perhaps as many as 90% of large corporate employers use AI to screen, sort, or eliminate candidates' resumes.

AI itself is neither good nor bad. It is also never neutral. AI is built, trained, operated, and regulated by people with biases that are often unintentional. AI screening systems show a decided preference for resumes created by AI.

Whether or not your organization is using AI for screening, it is imperative to personally "get beyond the resume" to identify great candidates.

Sockwell has scrutinized hundreds of thousands of executive level resumes since 1982. We are happy to share our best practices.

FOCUS on substance not catchy fonts, formatting styles, or vague descriptors like "hard working."

DIG into chronology. Ask for months of start and end dates not just years to identify gaps. If a resume is functional (organized by skill areas or core competencies), request actual employment dates for each position.

EXPLORE job transitions. Why did he make a change?  How does he speak of former bosses? Extra points if a former boss or colleague recruited her.

UNDERSTAND reporting relationships. Boss? Peers? Subordinates? What did the team look like? A full awareness of a candidate's org chart can highlight the actual sphere of influence.

QUANTIFY accomplishments. If she exceeded goals or quotas by 4%, determine how that compared with peers. How did he overcome challenges and make a difference? Discuss her role in the accomplishments and her engagement with the team who helped create success.  Did she do it all on their own?  Does he give credit to others who participated in the endeavor?

LEARN what motivates a candidate. What drives his work ethic? Find out about personal and professional life experiences both early in life and closer to the present. What is he most proud of?

PROBE for references. Who were specific bosses, peers, or subordinates in a particular role?  Ask for the names and be prepared to come back later in the process and ask for permission to speak with those people.

We would also love to hear your suggestions as to how you get under to the underlying experiences of a candidate's resume.