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Part 3: Posting Online? Know the 3 Audiences Impacting Your Search

In Part 1 and Part 2 of this 3-part blog series, we discussed the caveats involved in today's highly nuanced and tech-algorithmic-based recruitment processes, and why it is important to ensure that your resume is designed in a way to catch "The Middle Man's" attention.

In Part 3, we focus on the Key Hiring Decision Maker and other key influencers in the decision-making process.

For Senior Leaders, Executive Leaders, and the CXO, it's critical to demonstrate big-picture strategic direction and execution at a larger scale, coupled with the ability to innovate, course correct, turnaround, and improve performance.

The question is: Are you a strategic leader? Or is your resume operationally focused and written in a way so that you are not perceived as strategic? I see this happen all the time.

And if that is who you are, e.g., a more operationally focused leader than strategic focused, is your resume demonstrating your operational leadership? e.g., Your ability to be agile and innovate in solving longstanding issues? Your ability to have the foresight to know that ABC and D need to be addressed now, or these will become huge areas of risk in the near future? Your ability to prioritize investment and galvanize engagement for change and transformation? These are all things that need to be addressed when positioning yourself for Audience #3: the Key Hiring Decision Maker.

If you are at the mid-management or aspiring level and looking to advance, does your resume demonstrate your growth as a career professional? Does it use "leadership language" and "big-picture language" to demonstrate you are ready to advance to the next level? Often times, I find that these individuals struggle to make this transition in their branding and interviews.

They are still talking in tactical-language that is focused on the small issues, and their resume language is not using big-picture statements. When I observe this as a former recruiter, it makes me concerned that even though the candidate tells me they are ready to advance, in reality, when I scan that resume (or hear how they talk in an interview), I get the feeling that they are NOT ready.

These are important distinctions to be aware of that can make or break one's ability to advance.

So, there you have it. Blog 1, 2, and 3 which go into more detail regarding the caveats. I am hoping these have shined a light on the back-office and perception inter-workings that could be impacting your success.

To your Empowerment & Success,


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