A reader writes:
I hire and manage a number of entry level nonprofit employees (permanent full-time staff as well as AmeriCorps members and college interns). When I hire these folks, it’s often pretty tough to identify the best candidates — so many of them don’t really know how to give me the information I need to evaluate their abilities. The best person I’ve ever hired in this kind of position had a resume so bad… well, let’s just say that I did a Google image search for “bad resume examples” and couldn’t find a resume as badly put together as hers. (Why did I hire her? We had an incredibly short turnaround time to make a decision – one week from posting the job to signing a contract — so I read every resume super carefully.)
Any advice on how to see the superstar-in-the-making when she’s hidden by the uninspiring cover letter, light-on-the-details resume, and jangly interview nerves that often come along with someone new on the professional scene?
You can read my answer to this question over at the Intuit QuickBase blog today.
Plus, three other careers experts are answering this question there today too. Head over there for answers…