In a continuation of my “burn your résumé” theme from last month, I remembered a piece of data I read that I found fascinating.
Come with me, on this journey, where we read this chart:
Cool chart, right? Let me help:
These stats are from a paper highlighted last year by the Harvard Business Review as evidence that personality tests are not effective selection practices for hiring. Sure, but check out what’s even LESS effective than personality tests. Past experience.
Job experience is the lowest ranking factor in effective hiring practices
You may also know “past work history” as:
The entire point of your résumé’s existence.
I’ve, in the past, heard that where you are shouldn’t determine where you should be, but that’s exactly how the job process is designed – “does your past history qualify you to do this work.”
Now, it’s hiring folks’ fault that they’re using really ineffective data on their end at the moment, but at present, this is how many jobs are filled: look at the résumé (for time measured in seconds), and if the buzzwords fit, move forward to the next of n rounds.
If this is the game job seekers play, they. will. lose.
Just because the game is played one way doesn’t mean you can change the game.
A better job hunt is all about shifting the conversation from you trying to be hired by them to looking for mutual fit.
This is why I’m working on writing down all the various work advice I’ve given friends, colleagues, and students in the past in a digestible book form. If you’d like to see this happen, sign up below to be notified when I’ve got a rough cut, or to be contacted for a beta review. Question the way you think of hunting for jobs – and land your next one in record time.