How to tell if a resumé is the whole truth
Resumés can often present a polished narrative of a candidate's experiences, yet meeting them face-to-face might reveal discrepancies in perceived skills and responsibilities. It's not usually about outright lies, but rather the missing context of their involvement in past projects. For instance, a candidate might list participation in a transformation project without highlighting their specific role. To bridge this gap, I employ a technique called "storytelling time," where I ask candidates to narrate their noteworthy contributions to a project. This approach not only clarifies their real level of responsibility but does so in a non-confrontational manner.
How to Tell if a Resumé is the Whole Truth
We've all been there – poring over an impressive resumé brimming with achievements, only to find ourselves puzzled when we finally meet the candidate. Sometimes, the person in front of us doesn't quite match the picture the resumé painted. They haven't lied per se, but there seems to be a missing context regarding their actual roles and contributions. From listing involvement in a massive transformation project to seemingly being key in landing major clients, it can be challenging to distinguish the level of ownership and responsibility one truly had. How do you navigate this gray area? Let's delve into a method I call "storytelling time" to uncover the truth without confrontation.
Understanding the Challenge
Resumés are inherently designed to showcase one's best professional self. They are marketing materials, after all, meant to spotlight accomplishments and skills. However, this can sometimes lead to embellishments or, more frequently, a lack of clarity. An individual might mention their involvement in a "major transformation project" without specifying their exact role, leaving room for interpretation. The result? Misleading impressions about their contributions and capabilities.
The Importance of Context
The context is king when it comes to deciphering a resumé. A candidate might genuinely be part of an initiative with ringing success but could have played a minor role. Without context, we might mistakenly attribute the success to the candidate, giving them undue credit. Understanding the depth and breadth of a candidate's involvement helps make informed hiring decisions.
Introducing Storytelling Time
To break down actual experience, I use a technique I affectionately call "storytelling time." This method involves asking candidates to narrate their experiences related to specific items listed on their resumé. The key here is to gain insights into their role and contributions through storytelling, which naturally highlights their understanding and engagement with past projects.
How It Works
Imagine a candidate has listed a transformation project on their resumé. During the interview, instead of asking, "What was your role in the project?" opt for open-ended questions like, "Can you tell me a story about your most significant contribution to that project and why it was important?"
This approach offers several benefits:
- Encourages Authenticity: Storytelling creates a relaxed atmosphere, allowing candidates to express themselves authentically without feeling they are being interrogated.
- Reveals Depth of Experience: The depth of the story often corresponds to the depth of their involvement. Someone who played a significant role will naturally have more comprehensive insights and anecdotes.
- Identifies Passion and Enthusiasm: A candidate's passion for their work often shines during storytelling, helping gauge their excitement and commitment to what they do.
- Highlights Problem-Solving Abilities: Stories often include challenges faced and overcome, providing a window into the candidate's problem-solving skills and resilience.
What to Listen For
As candidates share their stories, it's essential to listen for several cues:
- Specificity: Details make a story credible and engaging. Look for candidates who provide specific examples of what they did, decisions they made, and the outcomes of their actions.
- Ownership: Pay attention to how the candidate describes their involvement. Do they use language that indicates personal responsibility, such as "I led" or "I developed," versus more passive language like "I was involved in"?
- Consistency: A well-fitting story should match other parts of their interview or resumé. Any discrepancies might indicate some embellishment or miscommunication.
Creating a Non-Adversarial Environment
It's crucial to ensure that storytelling time is not perceived as a challenge but rather an opportunity for the candidate to share and shine. Making candidates comfortable involves crafting a friendly, supportive interview environment. Let them know the purpose of these questions – to understand their unique experiences and achievements better.
You might say, "I'm keen to hear more about your experiences because it helps me understand the context of your contributions. We're really interested in how candidates approach projects and challenges, so feel free to share the details you think best highlight your role."
Why This Matters
Employers are not just looking for skills or qualifications. They want to hire individuals who integrate seamlessly into the team and contribute effectively towards shared goals. Using storytelling to glean deeper insights into candidates' experiences ensures that their skills and experiences align not just on paper but in practice.
Conclusion
In the realm of hiring, where resumés paint broad strokes, storytelling cuts through the noise to reveal the true tapestry of a candidate's experiences. By fostering an environment that encourages openness and authenticity through storytelling, you empower candidates to articulate their capabilities meaningfully, providing you with the insight needed to make the right hiring decision.
In your next interview, dedicate time to storytelling. You'll discover that behind every impressive resumé is a personal narrative, waiting to be shared and understood.
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