The fundamental questions the hiring manager must resolve are; can he do the job? Will he do the job? And, will he fit with our management style? The first question is fairly objective whereas the other two are a bit more subjective. As a third party recruiter it is my job to make the subjective issues more objective. One of my colleagues is fond of what he calls the "5 C Model." When evaluating candidates he likes to get a positive check-off for competence, character, cultivation, (building teams, developing people) changeability (adaptability), and culture. I like this model!
The ability to adapt to the employer's culture may be the most important attribute the candidate must demonstrate, especially for the more mature candidates. To help the hiring manager evaluate the candidate's “fit” we must understand the candidate's complete job history. I realize that many people recommend crafting a resume that excludes jobs held prior to the last ten years. The theory being that anything prior to the last ten years is not relevant and will reveal your age. I have argued that whereas this may be acceptable for internal recruiters, external, third-party Executive Recruiters want your entire work history. My clients are not hung up on age as much as larger, Fortune 500-Companies. They are more interested in experience and the ability to fit within their culture. This requires us to dig deep into the candidate's background.
Personally, I like to begin with the fundamentals. There is an old saying to the effect that; "people don't change, they just get worse." A bit tongue-in-cheek, to be sure, but it does contain a kernel of truth. Stated another way, one's strengths and weaknesses become more entrenched over time. That is why I am interested in the fundamentals. I want to know about those early jobs as they set the foundation for your career. The early employers reveal a lot about your initial training and development. It speaks to the types of cultures you have worked in and become adept. Companies, especially large well-established companies are known for their strengths. To build a career as a Sales and Marketing Professional most people want to begin their career with a top-tier consumer packaged goods company. If you want to build a career in accounting, working for a major public accounting firm is the gold standard. You get the idea. No, I do not believe that foundational experience trumps all other experience. All things being equal, your first jobs are an accurate predictor as to your career trajectory. So why wouldn’t you present this vital information to a recruiter?
The last 10 years have been bleak for many job seekers. The recent economy has resulted in a number of short-term jobs and long periods of unemployment for some. If this is your situation, wouldn't it be better to show your employment stability. Job stability or lack thereof is revealing. One should have been with an employer long enough to gain relevant experience and to show significant accomplishments, but not so long that one cannot adapt to a new situation. The longer you work for a company the more entrenched you become in their management style and culture. Long job tenures make it more difficult to adapt to the next situation. If you have reviewed a lot of resumes, you will note that people who have worked 10, 15, or 20 years for one employer often follow that situation with a number of jobs of a shorter duration. I believe that those short-tenure jobs are transitional, helping the candidate shed old habits and learn to adapt to new cultures. This is certainly something I want to know as I qualify my candidates.
Knowing how a recruiter thinks and works will help you become a better candidate. Be prepared to discuss your full history to help the recruiter do his due diligence. This will work to your benefit and establish a solid relationship with your recruiter.
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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com