HIRING - Resume vs. P60
"Where's the person I interviewed?!"
Have you ever said those words? How many times have you hired someone only to find out they are not at all matching what their resume, their reference's, and even the person sitting in the interview chair portrayed? I know I have a lot of nodding heads right now.
For the last few months, I have traveled to host free "Hire, Engage & Retain" workshops, and today I am going to share one of the five topics that always leads to a big discussion: the Resume vs. the P60.
First, let's look at the resume. Nobody (myself included) wants to view a resume that is more than one page. And most of the time...well, almost 99% of the time, we do not need information that is over 10 years old. References? Always - ALWAYS have your references ready. Okay, I am totally done with the resume - for now. (Yes, quicker than you thought probably.)
Second, what is a P60? P60 is a personality profile that I have used for over 10 years with my clients. In approximately five minutes or less, the applicant answers 60 questions online. The report you receive, however, is 8 - 18 pages of the applicant's character and talent traits, along with what you may expect from them. This is HUGE!! (Yes, this is what everyone hears me say all.the.time.) This is HUGE!! And here's why...
The report not only shows strengths and weaknesses, but also helps you make the right decisions as to where this person best fits in your company, and where you will need to offer direction and training. I can honestly say that I do not know of any resume that will tell you this.
Let's face it. Resumes can be a lot of fluff. Plain and simple - there are many ways to make one look bigger and better than what they really are. Now, I'm not speaking of EVERY resume. No need for offense if you are the honest and upfront applicant. But when statistics show that 53% of resumes and job applications contain false information, then it's time for something new, something different.
WHAT I'VE LEARNED: I do want applicants to supply a resume. It shows that they are willing to take the time necessary to tell about themselves. I will also continue to use P60, because it will help me understand who they really are - because of answers they have given about themselves. Let me give you some examples of what I'm talking about. As a manager/supervisor, how nice would it be to know what type of communication is preferred? What about motivations? I am often asked to conduct Employee Engagement workshops to assist employers in understanding what motivates their staff. The P60 tells you this from the start! And let's not forget potential conflicts. Even something that is minor could turn into a major conflict when it is left unknown.
When it comes right down to it, I trust the P60. With over 25 years of research and development that have gone into this assessment system, you know you have fast, accurate, EEOC compliant results. What about cost? It is one of the most cost effective tools in my 10+ years in this business, and I've used many, many tools over the years - but the P60 remains my tried and true.
Try it for yourself - Click P60 to take yours for free, and I will personally contact you within 24 hours to schedule your review. Everyone wants to hire the right person; hiring the wrong candidate for the position helps neither you nor the candidate. We can help.
To Your Success,
Gail