6 Make or Break Résumé Metrics Every Management Professional Should Cite

Studio shot of a fish in bowlI field 2-4 new business calls a day, mostly from mid-career to senior-level professionals and executives looking to quietly see what their future might hold if they nose around a bit.They’re heads of industry — movers and shakers — looking to move up, down, laterally. They’re looking to find meaning and they’re not sure how.

Related post: Why It’s Smart to Take Recruiter Calls

In nearly every instance, they express embarrassment about their out-of-date résumés. Understandable, since they’ve been busy doing the work, not nursing a résumé.

Almost to a head, they overlook six fundamentals by which they’ll be sought and measured in a job search:

1. Company size. A CEO building a startup is often cut from vastly different cloth than a CEO leading a $150B public company. By merely placing the size of companies on your résumé you quickly tell a huge part of your story.

Caveat: Don’t place company / revenue size if the data isn’t publicly known.

2. Team size. A CTO managing a team of three has a busy job, no doubt. But managing a matrixed team of 450+ engineers, developers, creatives, product managers, and marketers across five global locations is another ballgame entirely.

Tip: Showing team sizes as “up to 20” or “ranging X-Y” can help you strategically position yourself.

3. Geographic scope. A CFO managing a team and its productivity from a New York City loft is tough work, but a CFO navigating the risks and implications of international law and culture on three continents runs an entirely different ship.

Related post: Don’t hide your international experience.

4. Quantifiable outcomes. A CMO who demonstrates measured success, whether by real numbers or percentages, will sail ahead of the competition every time. Whether it’s gains in market share, revenue, clicks, eyeballs, or productivity—or cuts in overhead, time, resources, or some other measurement of success—most candidates have great metrics that they should include, but never do.

Warning: Never list proprietary information on your résumé. Additionally, be careful not to reveal publicly unflattering or potentially competitive metrics on your LinkedIn profile. LinkedIn is not a cut-and-paste from your résumé job.

5. Reporting relationships. It’s often hard to tell whether an organization is flat, matrixed, or somewhere in between. Listing reporting relationships on your résumé adds a layer of context for a seasoned hiring decision maker.

Aside: In cases where reporting relationships confuse or don’t boost the overall picture, leave them off. Just know that you may be asked.

6. Industry-specific metrics: Part of a CNO’s aptitude centers around the number of facilities s/he manages, and the number of beds at each location. Part of a CIOs matrix of aptitude revolves around market cap and portfolio size. Be sure to include the differentiating metrics that tie specifically to your industry.

Tip: If you’re changing industries, write your first résumé draft with industry information intact. It’ll be easier to write. When you’re done, scrub it of most industry-specific language, and write transferable skills in the language of your inbound industry. (As long as it’s not entirely opposing: development means very different things in varying industries, for examples. Do this task carefully.)

Until next time!

Jared Redick

5 Differences Between Legal and Business Résumés

This guest post is by Shauna C. Bryce, Esq, author of How to Get a Legal Job: A Guide for New Attorneys and Law School Students. 

There are some things you should know about lawyers.

For the most part, we’re suspicious (both by nature and by training), detail-oriented, and risk-averse. That means law firms and legal departments tend to be conservative work environments. That’s the audience of your legal résumé.

Knowing your audience is important because résumés are essentially marketing documents designed to get an employer to call you in for an interview, so targeting your résumé toward a specific type of employer and a specific types of job increases the chance your résumé will be successful in its goal.

What makes an employer want to call you?

Well, the employer has a specific need that he’s looking to fill. That need has a technical, “hard skill” component (for example, ability to speak fluent French), but also a “soft skill” component (for example, ability to work well in a team).

Further, the employer is also looking to see that you understand his industry, business model, and corporate culture.

Certainly you know that your résumé needs to demonstrate both your hard and soft skills. But whether you’re aware of it or not, your résumé is also demonstrating to the employer your understanding (or lack thereof) of his industry, business model, and corporate culture.

So, how do the differences between legal résumés and business résumés reflect the differences between lawyers and business people?  Continue reading

Are You Hogtying Your Writer?

I love writing résumés. With a passion. So I usually want to hang finished documents on the wall and stare at them all day.

Occasionally, however, I want to shred them into tiny bits and sprinkle them into the recycling bin.

I’ve often wondered: what’s the difference?

I’m the same person, after all. How can I feel like I’m producing exceptional work one moment, then no matter how hard I try, crank out a document that I don’t like?

Not that the work is flawed. Not that it doesn’t work for the client.

It’s just uninspired.

One day, it clicked.

The difference is the willingness of the subject to collaborate. To give the right amount of input. To trust. To allow. To be willing to face questions under a new lens and get creative.

Most of my clients give me the freedom to lead a project. In fact, they require my expertise as a former executive search consultant. They expect that the project won’t happen in a vacuum. They demand that I consider and shape context.

But from time to time, a client impedes every step of the process and rules with an iron will. In the end, it feels a bit like that client simply pays handsomely for dictation.

Here are some ideas to consider next time you hire a writer.

Continue reading

Keep Your Résumé Fresh

KeepYourResumeFreshI sent this reminder to my newsletter subscribers in March 2006. Today seems like a good day to revisit it.

A fatal mistake we fallible humans make too often is being unprepared when opportunity strikes. Having an up-to-date résumé ready to rock is no exception.

Suddenly the clock strikes and we find ourselves scrambling to become instant résumé writers at the worst time: when we’re without a job, or close to it.

All sorts of mayhem pours into documents written in haste, exposing a vulnerable, last minute “I hope they can’t tell I crammed for the test” flavored desperation.

Is it possible to take our microwave-ready, just-add-water approach to lives to the task of résumé writing?  Continue reading

Organized. 40 Ways I Used Evernote to Improve Productivity

If you’re like me, you’re forever seeking better ways to organize your life. You write ideas on napkins, scribble notes on business cards, and mess up your hand with hastily jotted numbers.

If you’re really savvy, you might have a file on your computer and/or smartphone to jot ideas as they spring to mind. But if you’re like me, you also lose those scraps of paper, duplicate your notes across technology platforms, and ultimately feel like you’re fighting a losing battle.

But what if you had a command center to organize all of that information? What if every thought, inspiration, number, detail, image — and so much more — could be stored and quickly retrieved from one location, no matter what device you were using?  Continue reading

4 Management Metrics That Can Differentiate You in a Job Search

Need in haystackA lot of my résumé writing time is spent culling “scope of work” metrics that define the capacity of my clients to tackle new jobs.

Perhaps the quickest way to understand the importance of presenting your own scope of work is to do a bit of role playing.

Imagine that you’re a recruiter.

You’ve been asked to find the ideal candidate in a global search. You’ll be paid thirty percent of that candidate’s $375K first year salary, so there’s no room for failure. The candidate will have to manage a $30B division of a $100B medical device company. That division has 12,000 employees in Europe, Asia, and the U.S.

Would you dream of looking for and presenting your client with a candidate who has managed, at most, a local $20M shop with 200 employees?  Continue reading