In the November 17, 2015 Ask The Headhunter Newsletter, a reader wants a resume from the employer.
Don’t you think jobs should have “resumes?” Assuming an interview has been scheduled, should an applicant ask for a formal, printed description of the job to retain and review before a job offer is made, or only after an offer is presented?
Here’s what I’ve never understood. Employers insist on having my resume before an interview. But all the applicant has is a scant job posting, or sometimes only a general verbal description of the job. It seems having a formal, written job description would help the applicant, just like a resume helps an employer. The applicant could look closely at whether there’s a good match.
Should the prospective employer be expected to provide this type of document to the applicant? If it’s not provided, should I just roll the dice?
You’re raising an excellent question. (But I’ve got a bigger question. Read on.) If HR needs to know all about you before an interview, doesn’t it owe you all the information about the job? (See Now THIS is a job description!)
Recently a reader told me that after an employer decided to hire him, it learned he had an advanced degree that he did not report on the resume. (He’d heard it might actually hurt his chances, so he left the degree off the resume. So it was an omission, not a falsehood.) The employer rescinded the offer because the applicant “lied”!
What happens when an employer fails to disclose all the information about a job until after an offer is made? If it’s never happened to you, I’m sure you know someone who accepted a job, only to learn it wasn’t what they interviewed for.
Many employers don’t seem very concerned that the job you interview for is not the job in the ad. This is even more important when a recruiter solicits you for a job — they usually tell you very little, except that the job is “perfect” for you. Who has ever gone on a job interview suggested by a recruiter and found that the job was “exactly” as the recruiter described it? (Gimme a break! I’m still laughing! Check out Roasting the job description.)
Where’s the job’s resume?
I think it’s prudent to ask for the formal, written job description prior to the interview, “for your records,” especially when you’re dealing with a recruiter. They want your resume, right? What’s the difference?
I’ll bet many HR people would decline to provide it because it’s “proprietary” or “not set in stone.” But, again — they want your resume, which is just as proprietary, and they want it to include everything.
How are you supposed to consider the job without the formal, written job description? What risks are you taking when you don’t have the complete story? In many cases, the big risk is that the hiring manager hasn’t a complete idea of what the job really is — and you’ll be judged on whatever performance criteria the manager invents after the fact.
Now, I’m not saying every job should be exhaustively defined. In fact, I like jobs that will evolve — but the manager and employer should make that clear from the start. Pretending doesn’t cut it, a manager who doesn’t really know what she needs doesn’t cut it, and obscuring the holes in a job definition isn’t fair. (See Don’t suck canal water if you’re confused.)
Where’s the manager’s resume?
But now let’s get really serious and question authority. Let’s make the leap to the bigger question this all begs: Why don’t employers give you the hiring manager’s resume — and resumes of people you’ll be working with? After all, you’re going to be throwing in with them. Don’t you have an obligation to your career to know who they are before you sign up?
Imagine. Because your success and your career will hinge enormously on who those people really are. Don’t you want to see their credentials?
There are several questions you must ask an employer — particularly after it’s made you a job offer. That’s when negotiating power shifts to you, because now they’ve established that they want you. What comes next is working out the terms, and one of the terms is information about your new co-workers. Politely ask to see their creds. (For more about this critical point in the interview process, see Deal-breaker questions to ask employers. Don’t be one of those job candidates who miss their chance to protect their future.)
I’d love to know how employers respond to this, because they make the hiring process so irrational and one-sided that it’s actually absurd. (For more about my take on how employers recruit, see Respecting The Candidate.) A job is a partnership, so let’s see more due diligence from job applicants, and more transparency from employers before a hire is made.
Don’t you think fewer interviews would wind up being a waste of time if you had the spec sheet for the job in hand first? Does it make sense to get the team’s resumes, too, before you meet with them to interview?
Do employers and recruiters give you clear, detailed job descriptions — as detailed as the resume they want from you? Do you ask for them? Are the jobs you interview for exactly as they were represented to begin with? What happens when they’re not? Finally: What do you really know about the manager and members of the team you’re joining?