As an executive career coach and a former HR manager, I have extensive experience working with HR representatives and hiring managers alike. From my experiences working with clients, I know that job applicants, executive or not, often don’t really understand the role of a HR manager in the hiring process.
Many people see the HR manager as a screener armed with a job description, examining resumes to find applicants that fulfill a list of job duties. In reality, the HR manager works closely with the departmental hiring manager to find a candidate that not only possesses certain desired skills, but also contributes strategically to the specific department and the company as a whole. Before the screening process even begins, the HR manager and departmental head will meet to discuss the gaps within the department and the overall organization. Of course they’ll identify the skills the candidate needs to fulfill the position, but they’ll also consider intangibles like how the candidate should fit into the culture and the qualities they’ll need to solve problems, both departmental and in the overall organization.
It’s important to understand the role that the HR manager plays in the hiring process so that you can shape your resume correctly and ace your interview. Today, I’m sharing some insight into the mind of an HR manager during the applicant screening process, plus actionable tips to help you better approach your executive job search.
Inside the Mind of an HR Manager: The Screening Process
How an HR Manager Finds Candidates
If a current employee is willing to vouch for an applicant and sees them as a valuable potential coworker, this speaks volumes to the HR manager. The company HR manager might even solicit referrals from current employees.
In addition, HR managers tap into their own networks when searching for job applicants, explaining the position, needed skills, and the type of candidate they are seeking, then seeing if anyone in their network knows of a viable applicant.
LinkedIn is another place an HR manager might search for potential applicants. An HR manager will look for profiles that include specific, quantifiable achievements you made in each position (rather than just a catalog of job responsibilities), recommendations from peers and supervisors, and a current picture (which adds a personal connection).
Actionable Tips: Get Found by the HR Manager
Knowing that an HR manager seeks out employee referrals or network recommendations for candidates might concern you. You shouldn’t discount yourself if you don’t have the right connections -- a good resume and quantifiable achievements can do wonders -- but you should also consider expanding your network to increase your chances of being noticed by an HR manager. To do so, connect with employees who work at companies you are interested in. Try conducting some informational interviewing with current employees or industry leaders. Attend more networking events or join a job club. Expanding your network will only help your job prospects.
You should also work on creating a robust LinkedIn profile. When searching for candidates, the HR manager will search for the job industry (i.e. marketing) and more specific skills the candidate should possess (i.e. SEO, content writing, designing and implementing social media campaigns, etc.) Thus, be sure that your LinkedIn reflects the wide range of your skills so that the HR manager will be able to discover your profile.
How the HR Manager Distinguishes Between Candidates
An HR manager is often flooded with resumes, meaning they have to sift through a high volume and variety of candidates. When evaluating different types of applicants -- like an older one with more industry experience vs. a younger one with extensive training and education -- an HR manager will consider their specific needs for the position. A more technical position might require someone with current skills, so an HR manager might value recent education more. A more seasoned veteran might work better in a leadership position.
When comparing candidates, especially those with similar qualifications, skills, and experiences, the HR manager will also consider an applicant's’ well-roundedness and leadership skills.
Actionable Tips: Setting Your Resume Apart
I suggest crafting a skills-based resume to impress the HR manager. Skills-based resumes put your strengths at the forefront and allow you to show how you honed your talents over time -- plus you can include details from further back that would be out of place on a chronological resume. Especially if you are trying to switch industries, a skills-based resume will work best, since you can shape your resume to reflect the skills that apply to the new industry.
Also be sure that your resume reflects your leadership skills and any relevant volunteer work. If you are a marketing director who runs online marketing for a non-profit, for example, be sure to include this on your resume. Community involvement shows engagement and passion -- two assets an HR manager will value in any candidate.
Stay tuned for part 2 of this series, in which we’ll explore the mind of an HR manager during the interview.
Need More Help Understanding the HR Manager or the Application Process?
If you’re completing an executive job search and you need help crafting your resume, building your LinkedIn, or navigating the application process, I can help. Contact me directly at (816) 600-2478.
