The 2 Resume’s you don’t have, but will be better with

The 2 resume’s you don’t have, but will be better with

With the global inundation of the resumé, I’ve made the argument that the functionality of the CV loses its impact given the increased circulation due to the climate that we face.

Bad resumé writers look like bad professionals and vice versa with the good resumé writers. But there can sometimes be a big gap between the how it looks with how it really is.

I don’t believe in resumés as a tool for evaluation, but rather as a tool for conversation. Testimonials and off-list references help us avoid the purchase of the “faux Mona Lisa”. The walk behind the talk is something we display kinetically and through the eyes of others.


But there is no “scaleable” system or process for a world without the CV… not yet anyway. Whilst others look for different mediums whether that be a 2-minute video resume or a resume in a gif format I believe a near future resumé could be “the how” resumé.

Businesses and leaders are becoming more accountable for “the how” in which they reach “the what” as consumers continue to expect raised transparency as a brand asset/feature. In the cash battle of Covid we mightn’t see as much emphasis in the how right now, but as we climb out of the muck it’ll be a leading factor in choice behind the brand we buy and employer we give our time to.

Writing the how

“A how” resume isn’t constructed in your own words, but in the words of those we’ve worked around. It’s not the reference letter that says “employee A” worked here from XX to XX, but rather it’s a 3rd party narrative of the impact that you’ve made towards a team, a culture as well as the bottom line. You’ll still create the aesthetic and set the context, but the voice of credibility belongs to a cast of referees.

An easy option is to get testimonials from friends. But this is comparable to boasting the ability of drawing a perfect square without the help of a ruler.

References for leaders shouldn’t be perfect and true is the saying, “if it’s too good to be true then it’s likely the case.”

Risky business

Hiring is risky business, now more than ever and process doesn’t manage risk as well as everyone thinks. The best risk mitigation for acquiring talent is seeing the body of work belonging to the individual and this requires experience working above, alongside or for them. But in what was such a dynamic environment leading up to 2020 getting a clear picture proves to be a challenge because “every coin has three sides”.

A “how resumé” could get us closer to that familiarity and trust we usually share with the people that we work with. We’re giving the painter the brush and a 360 view as much as we can.

What’s the chance of this catching on

Low: It’s simple to talk about/write, but hard to action. It takes vulnerability as well the generosity of those we’ve shared the office elevator with before. It’s likely this concept never catches on and scales out, but for those who’re looking to stand out from the heap and get through the transactional narrowing of resumés this might be a chance to put those LinkedIn testimonials to good use.

Your Future Resumé – Dream Tracking

Writing your goals and sharing them within your circle is a powerful action. Ambition and empathy have gale force strength, how many people have had the opportunity to talk about their career goals in 20/21’s great stall?

Everyone should have a future resumé, what you want your CV to say about the future you. This exercise is a leadership and talent management tool, it’s a self-coaching tool. It’s self-explanatory, but the exercise in itself whether it be done solo or within a team has never been more timely.

Even if we are stuck in the mud with our tire treads broken it helps to hear the engine revving. Revving strong.

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