Advice from the Hiring Manager: “Why I Don't Call” - Part I

As a Career Coach who used to hire people for a living, I pull back the curtain and let my clients know exactly what moves a candidate's resume into the “yes” pile. I would love to report that all of my clients take my advice, but that's not accurate. Over 90% do take my advice, but some don't. The “don't” candidates spend a longer time in search mode. But this kind of “insider” advice can really make the difference in getting an interview – or not! 

And this advice is not easy to find. It is rare that a Hiring Manager will share inside info with a candidate. Anyone who's looked for a job recently knows that even getting an actual person to speak with them is cause for celebration! Well, readers, I have a treat for you. I recently exchanged emails with a Hiring Manager! He has agreed to let me use his advice in this blog. I won't reveal his name, but he hires Project Managers in the Architecture and Construction industry, and his advice about job searching etiquette and resumes are apropos for all candidates! 

Hiring Manager: Making the cut - candidate screening based on resumes 

”One of my first assignments was to find candidates for our overseas positions and a good number of resumes have been received. It is interesting to note the types of individuals and experience coming across my computer almost daily. Most are advanced in their careers and have abundant experience. People with a lot of experience have been hit the hardest in the recession. Few are truly standing out as potential candidates. 

“We need people with first-hand, hands-on, experience leading projects for extended periods of time. The resumes come from what I term 'cubie workers': high-priced people being paid out of overhead with no recent (10 years and more) real world experience. I've seen seagulls, micromanagers, and wonks so far. Few people who know how to put a construction project together. And, this is the experience companies want in addition to managerial skills. The architectural profession has been on steroids for so long. It is time to clean house and revisit how we do work.” 

My advice: Apply ONLY to positions which you are qualified for  

The top 1/3 of your resume should clearly highlight those accomplishments which are directly related to the requirements of the position. If the job requires 5-10 years on “on-site” management, and you don't have that experience, don't apply. If you do have that experience, use a “Key Achievements” section; don't bury it on the second page!

Hiring Manager: This is not an accomplishment 

“As a suggestion, candidates should focus on long-term project involvement where they have nurtured it from start to completion. Overseeing five or more projects from afar and never ever visiting the site, one can never claim any real accomplishment. Candidates should also express knowledge of the nuts and bolts of construction. Experience should emphasize action. There should be nothing passive in a resume. 

“The future construction market will be focused on design/build and all types of fast-track project delivery methodologies. The City of Los Angeles Building Department is already implementing a program to accommodate this reality and most government agencies are requiring this experience. Experience indicating knowledge of enhanced project delivery is a real plus.” 

My advice: Quantify your accomplishments 

In order to make it easier to move your resume to the “yes” pile, you must use actual examples of your experience, including problems you solved through actions and the results. Use PAR = Problem, Action, Result. Also, it is important to keep up with your industry as it changes; be sure to note your experience or continuing education in those new areas. If you are having problems presenting your achievements and accomplishments in a way that markets your experience and talent, reach out for professional help. There a number of free and paid options available online and in person. (And I can help with that!)

It is always beneficial to get advice from the other side of the chair. Thanks to the Hiring Manager for letting me use his insightful emails for this blog post. If you have questions about anything, please send them to coachkristi@kristienigl.com. 

Next week: Part II - KISS!!

About the Author: Kristi Enigl (www.kristienigl.com) is a career consultant with an extensive background in Human Resources, recruiting, and hiring across a broad spectrum of industries. As a public speaker, she leads career seminars, and has conducted workshops for Southern California Institute of Architecture, USC, and the American Institute of Architects. Ms. Enigl also provides career consulting to individual clients worldwide, helping them reach their goals through personal branding, social media and networking. Kristi is an expert resume writer and interview coach. For a complimentary consultation, email her at coachkristi@kristienigl.com.