The pace of change in career management is accelerating like so many other aspects of the healthcare industry.
We are continually surveying thought leaders as well our candidates, clients and other healthcare organizations to identify and research those developments which could impact your career management strategy for members of the JohnGSelf + Partners Career Network.
As many of you are aware, JohnGSelf + Partners provides a resume guide on our website. The document, first created in 2011, is currently being revised. Our research in connection with that planned revision has identified some important changes.
Today, with input from my partner Nancy Swain, I want to provide an overview of some new information we are planning for the Resume Guide.
While computerized resume scanning has been a part of the talent acquisition process for major corporations for years, they are now becoming an important tool used by the largest health systems to help them manage the massive inflow of resumes. This is a game changer for anyone who advises candidates regarding their resume. With industry consolidation continuing apace, we believe the increasing use of resume scanners will reshape how you approach resume development. This means that you can no longer rely on just one resume to find that new career opportunity.
As you think about your resume, consider this information:
Before you write a resume, understand your value proposition – a brief explanation should someone hire you and what quantifiable proof can you offer that supports your claims?
There are now two types of resumes you should focus on — an electronic-style and the one you send to executive recruiters. The electronic version of your resume — the one you send when you apply online to some computer — must be constructed with these items in mind: typeface, summary, key words and length.
The typefaces we recommend for electronic resumes are Times New Roman, Arial or Garamond. While companies are moving away from the original scanning technology to more efficient digital formats, “scanners” will kick out the resume if it is not in one of those typefaces. Avoid italics. That, too, can be problematic. Type size, never less than 10-point, is not as critical for the electronic resume, but it is for the document you send to a recruiter. Check the employer’s website to see if they have resume guidelines.
The key words – taken from the job posting — are critical in determining whether you get a call back. Research the job and look for the job description, or elements of the job description, which may be pasted into the job posting. If your experience mirrors or is close to what the employer is looking for, then use their words to describe your experience. Do not forget the quantifiable examples of your accomplishments. One candidate who submitted a generic resume to a large health system that used a scanner, heard nary a word for almost a month. When he resubmitted the resume with the key words in his summary and other sections of his resume, he received a call back within an hour of submission. With the electronic resume, the goal is to get to talk with a live recruiter!
While most recruiters want a more comprehensive summary of work experience and accomplishments, the electronic resume should be about two pages. Less is more, Ms. Swain believes. Once you get your foot in the door with an actual contact, you can submit a more comprehensive resume. This is an important departure from the advice we formerly shared with candidates and you take careful note.