When are job seekers going to stop seeing their expertise as merely the bait for the next job? When will people start looking at how their expertise contributes to something far bigger than their own self interests?
In my Career and Job Strategy Workshops, I show participants how position their expertise beyond the nose on their face. I still see far too many résumés full of bullet lists containing “duties and responsibilities” that only tell me what you did (or had a part in doing)–what I as a hiring manager what to know specifically is what was it that you accomplished in the normal performance of your “duties and responsibilities”? How did what you did contribute to the higher strategic objective of the organization? Did it generate revenue? Did it reduce costs? Did it avoid costs? Did it result in some kind of efficiency improvement?
Figure 1 graphically represents how core competencies are created–by a series of related duties and responsibilities. Unfortunately, most candidate résumés are loaded with duties and responsibilities. When you have more than a few related core competencies, they contribute to a “functional expertise” and that’s what hiring managers want to see (accomplishments speak to functional expertise too).
Candidates need to realize that a company is on the road to having a competitive advantage in the marketplace when they hire people who know how to showcase their core competencies and NOT just everyday duties and responsibilities. Companies that enjoy market dominance tend to employ people who know how to showcase their talent through related areas of functional expertise, as Figure 2 shows.
Demonstrate to hiring managers that you understand the business, the issues, and the challenges by listing achievements/ accomplishments, core competencies, and functional expertise on your résumé–more than likely, you’ll be on that hiring manager’s short list for a job offer.