Is there a policy-based approach to writing resumes? It’s… this isn’t the type of it is what we are used to. These are simply different ways of writing resumes.
There are two schools of thought. One is that resumes should be professionally designed and printed on linen paper. The other presents an even more radical approach in that resumes shouldn’t be utilized on the first page. The candidate should be invited for an interview and then screened. A resume is not the most effective option for finding the most suitable candidate. The most effective method is when the candidate is hired at the lowest price and within the fastest time.
I employ the following strategies for using resumes as a tool:
A few years ago, someone asked a famous writer, what was the most challenging thing you could do? He replied ‘writing and then the person asked him again. After that and again. The writer responded exactly the same way, ‘it’s writing”, and when asked again and his answer was exactly the same.
The first thing I’ve realized is that it’s challenging to communicate effectively with the majority of people. Finding the appropriate phrases and words isn’t always feasible in certain conditions, though it might be for the majority. Additionally, the structure of sentences is often tricky; for instance, it might be difficult for one to convey the issue in the most appropriate way, an aspect that is called written language, as opposed to verbal, in which expressing thoughts is simple and more comfortable using. I’m sure that’s the case even for a Ph.D. in English; thus, a not urgent C.V doesn’t make a difference to the applicant, even if there are indications of potential.
I also utilize the information from the C.V to determine if it is a future source of hiring. C.V, which I do not consider in the present openings, is not entirely rejected as the information is fed into my database that is used as a resource on the occasion when there is outsourcing taking place. I record their previous projects, businesses and experiences, as well as the institutions from which they obtained their education. I am particularly interested in those who come from firms currently in the process of restructuring since they are more open to the proposals and likely to accept any reasonable offer in preference to sticking to their requirements.
Another thing I do is attempt to format all resumes I get. It’s not an easy task since the formats may not be in accordance with the C.V that I receive. Additionally, there are some inevitable mistakes that happen when receiving emails, such as M’s changing into N’s and N’s becoming E’s. I also instruct my managers not to attach priority to the spelling or grammar email but instead to the information, it contains, such as education or experience. This is a bit of a concession. However, it will help make me less time I’ll be spending in the near future searching for the perfect person.