Thoughts on how much detail to include in your candidate submittal??

I typically write up a custom presentation for each candidate resume I send a client. I sometimes wonder if it is worth the time that I put into it. It seems a template that includes current salary, reason for leaving last position or reason for leaving current position, current location, and years of applicable experience would be sufficient and more efficient than the full writeups I've been doing.

Thoughts?

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Permalink Reply by Amber on April 6, 2011 at 3:54pm

Usually I base my submittal of each candidate individually, depending on: 1. the client's preference's 2. the candidates background 3. the type of position.

I have worked with clients that love a detailed summary regarding the candidate's experience and abilities tied to where that information is in the resume - or occasionally supplementing what is in the resume. Why they are willing to relocate, go back a little in salary, etc.. I have also worked with clients that just want the bare basics.

If you are getting interviews and making placements, then I would continue what you are doing. You may also ask the clients that you have a particularly good relationship what they have thought.

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Permalink Reply by pam claughton on April 6, 2011 at 7:00pm

Agree it depends on the client. I've found that the shorter and more concise the better, highlighting where they are a fit, any standout information, and salary/education. If they're too long, I think you run the risk that they won't be read at all.

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Permalink Reply by Thomas Patrick Chuna on April 6, 2011 at 7:34pm

I don't repeat the resume, I just type out their answers to my "pre screen" questions that they have to answer correctly before I ever submit them.. if a "must have" is buried on page three, I will briefly list the must haves they possess, and any certifications they demand.

I will sometimes add this info to the top of the resume itself ( making my summary a new first page), rather than just leave it in the email.. sometimes attachments get separated from the emails they rode in on, and I want to make sure they get the info as I mean for them to have it. I experience this more with the bigger companies I have worked with.

I don't bother with reasons for leaving...I ask the questions and note the answers of course, but the intro letter is supposed to be about the client needs, and how the candidate matches those..

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Permalink Reply by Sandra McCartt on April 7, 2011 at 12:41am

I do full write ups on each candidate. I want to bring my candidate's resume to life with details that make them a person. Sometimes I include a short reference in the write up. Normally about a page with 3 or 4 paragraphs. The only time I have ever had anyone indicate my write ups were including too much was from one phd hiring manager.

That bitch got fired for being a bitch a few weeks later. I laughed!

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Permalink Reply by Jerry Albright on April 7, 2011 at 3:01pm

My presentation includes a play button on top of their resume. The client just clicks it and gets to hear the candidate describe their specific qualifications for the job.

Yes I know the regulars have heard me say this before.......so please forgive me. :)

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Permalink Reply by Valentino Martinez on May 5, 2011 at 5:01pm

I've done full write-ups and discovered they were not being read. And I've done brief bullet point presentations and they want more. So I present candidates with brief bullet point info with the notice that I can provide additional commentary if it is needed.

In this way I don't waste their time or mine.