Crazy idea from a recruiter

Robert Merrill robertmerrill at gmail.com
Mon Mar 25 17:51:50 MDT 2013



On Mar 25, 2013, at 4:30 PM, Sasha Pachev <sasha at asksasha.com> wrote:

> but my
> recommendation for hire was still primarily based on his actual
> problem solving.

Sasha, This is awesome. And I completely agree with you! When I look at a resume, I hardly look for style and grace in writing. For me, a technical resume is very much like a a catalog, or book of part numbers for a warehouse manager, not as much s marketing brochure. I'm pulling information and drawing conclusions for potential matches.

I probably won't be the best resource if someone is looking for a "pretty" resume. My own resume reads like an encyclopedia, and it's probably even less interesting.

But I can tell you if your resume is "pointing in the right direction" or not.

But, to your point: The purpose of a resume, or more appropriately and online profiles such as LinkedIn and Google plus, is to get attention from someone who might be interested in hiring you. Some amount of tweaking if variables here and there can improve response. 

However, I'm the first to admit I am not as technical as my hiring teams are. I push and challenge them to devise technical challenges for their candidates that are simple to solve when the candidate understands the material, or easily weed out unqualified candidates. I challenge them to ensure that candidates who are smart but who may not have the applicable domain experience to solve the particular question, could still find a solution, given time. This magical third area is often where we find the best "raw talent".

Admittedly, half of the people or more that I hired last year, never sent me a resume, though I may have asked for one. I almost always use their online profiles as a starting point. The resume or profile help me to find them. Their technical ability helped them to secure the job.


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