Nowhere in your master plan written here is the consideration of the hiring manager. You’re basically saying people need to bullshit their way through three levels of Human Resources before they can reach the only person who actually matters. HR does not make hiring decisions. You are sending hiring managers the people least qualified because they’re the only ones who can put dollar figures on their value. How does, for example, an Executive Assistant put a dollar figure on their productivity?
I would be lying if I quantified what my entire department achieved as if it was all me. And there’s really no way to get my hands on those numbers. It’s also proprietary information. I could be held liable for releasing it.
Not once, ever, has a hiring manager asked me for numbers. They all want to know about skill set and experience.
Most importantly, how does my reader know I’m not lying; if I say I increased revenue by 20% on a $50mm book of business, how are they going to verify that? Honestly, if I were in a hiring position and someone made quantified claims to me, I would want proof, and if those figures did not turn out to be exactly true I would be required to drop them from consideration even if I wanted to hire them.
This is the frustrating part of dealing with the HR industry. You guys have these outdated standards with no flexibility. Meanwhile, hiring managers aren’t looking achiever; they’re looking for competency, ability, skills, experience, someone who can do the job starting day one.
Here’s me: I’m a Harvard graduate (No, I do not remember my GPA much less my SAT scores, and how would you verify them anyway?) who has over eight years working in top name Fortune 50 companies — Marsh, Aon, Willis Towers Watson, IBM, HSBC — I’m bilingual in Japanese since I was a teenager; my target industry is Film & Television, in which I have five years experience on both the corporate side and on set. I’ve worked with famous directors including Steven Spielberg, Martin Scorsese, and J.J. Abrams. The only thing I can quantify is that Steven Spielberg stepped on my foot three times when we were shooting ‘Bridge of Spies’ — a film which won an Oscar, though I personally did not.
So how does that make it past your three gauntlets of people with only a six second attention span each to the hiring manager who actually needs someone of my education, experience, skills, and ambitions? How can I follow your ‘rules’? The fact is I can’t. People in your position make it impossible for the right people to get the right jobs.
Please explain how this tired, outdated, ineffective set of standards you’re slinging works for anyone other than the HR department.