Guest Post by Brett Stevens, SearchLogix Group

Are you your resume? I don’t think so.

A resume is a brief snapshot of our work history. If the candidate lacks a certain requirement, the recruiter should ask if the candidate has experience in that area. It might have just been left out intentionally. For example, “The candidate has never worked in a Distribution Center” might be that the candidate never specified the difference in a distribution center or a warehouse and didn’t include it in the resume. “The candidate has never implemented a Warehouse Management System before!” The candidate elected not to put that on the resume. We are taught to “be direct and get to the point” and a resume should be a light overview of the work history and basic contact information.

Does a piece of paper accurately predict what results a new employee? Not without personal contact to “peel the onion open” to see what’s driving the candidate, how results are created, what the motivation is, etc. The better recruiters will explore the best fit that is essential to placing the top candidate for your company in a critical position. If your recruiter is “worth his or her salt” they will explore the candidate’s background in detail and identify the requirements needed to fill the position. Recruiters don’t want to waste time with the wrong candidate.

Start a search with clearly defined requirements and then pass them along to the recruiter. We hear clients ask for overseas negotiation experience, but then state later we want someone who has actually flown overseas and knows the proper vendors to deal with in the Orient. A far cry from “overseas negotiations.” Identify those requirements and work accordingly. Recruiters want to get the right candidate and make the placement. More then likely if they have spent time with the candidate and submitted them, it’s because the candidate matched the given requirements.

About the Author:

Brett Stevens is founder and President of The SearchLogix Group. Brett has enjoyed remarkable success in the executive search business in the fields of Software Sales, Logistics, Supply Chain Management, Distribution, Warehousing, and Transportation. He has achieved the industry’s highest level of professional certification: Certified Senior Account Manager (CSAM). He has received numerous regional, national, and international awards through meeting the needs of his clients. He continues to achieve record breaking performance and has been nationally recognized for those results with The SearchLogix Group. Brett is a member of The Council of Supply Chain Management Professionals, formerly The Council of Logistics Management (CLM), The Association for Operations Management, The Warehousing Education and Research Council, and The Institute of Industrial Engineers. He has been recognized in many trade and online magazines and is a notable guest speaker. Most recently, Brett was recognized internationally by both the American Stroke Association and the Prostate Cancer Foundation for his fundraising efforts. You can email Brett at brett.stevenspr@searchlogixgroup.com or telephone him at  770-517-2660  x20.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.