Last night I ran a seminar called Optimizing Your Résumé for a New Year’s Job Search at the Edith Wheeler Memorial Library in Monroe, CT. The event was well attended and we covered a lot of ground in 90 minutes. There was one idea that several people had that is worth a blog post: “How do I prove my claims?”
The concern from a few people was that they were not comfortable making claims about their performance because there was no record of it having happened. In many cases the employers where the great work was done are no longer in business. The people who could confirm the claims are now difficult to contact. The performance data may be a distant memory with little more than recollection to support it. These are all valid concerns, but not a deal breaker.
It’s important to keep in mind the venue for these claims and how they will be used. If a job seeker states that as a Sales Manager she, “grew sales by 27% over 33 months and opened two new markets,” there may or may not be documentation to support the claim. If she does not have documentation, should she not include it in the résumé? Of course not! It has to be there.
Think about it this way: If a résumé were to only to contain claims that were supported by indisputable evidence, it would be a very short document. Are there things on your résumé that you don’t have evidence to support? Probably. Should you delete that information? No!
Your résumé is a marketing document. The standards are simple. Is it the truth? If yes, go for it. Can you discuss and defend it in a convincing and credible way in an interview? If yes, you’re all set!
Interviewers are looking for cultural fit and evidence of professionalism and potential. They are looking for transferable skills. If the sales increase performance from above leads to a discussion of how the candidate got the results – through market research, powerful leadership, cold calling, tenacious follow up, and other tactics – the interviewer will learn what she needs. The point is not the exact precision of performance claims, but evidence of the talent you bring to the new gig.
Remember that the standard of proof is not beyond a reasonable doubt. It’s just this: Give some stories that are credible and true that will lead to an in-depth discussion of your transferable talent and how you can help your next employer. Don’t worry that you past company got vaporized in 2008. Sell yourself!