Tossing a static résumé into the candidate pool that highlights only what the candidate thinks is important without tailoring it to the specific opportunity is a mistake.

Archeological Dig

Another concern with static résumés is that they are layered over time. With each new position candidates earn, another layer is added, until these résumés resemble an archeological dig.

If the résumé is a stack of layered information written in segments over the years, it should be reviewed for the vibrancy of the language used. For example, what was "data processing" in the 1980s is now "information technology."

The language used should represent candidates as accomplished and up-to-date professionals.

Biases About Core Competencies

Almost all boards search for CEO candidates that have a breadth of experience beyond their core competency. The candidate's core competency – financial, lending, technology, operations, marketing or human resources – helped him or her rise to the senior management team. Boards respect core competencies and functional expertise.

However, each area of functional expertise has drawbacks that trigger possible biases in the minds of some hiring decision-makers. For example, some may believe that CFOs love spreadsheets, but people, not so much. Or, chief information officers struggle with communication that is not binary, and chief marketing officers oversell the success of their ideas and blow budgets.

Astute candidates are aware of the biases associated with their core competencies and use the résumés to subtly offset this concern to show themselves as well-rounded professionals.

Bringing Sand to the Beach

Top candidates are wary of bringing sand to the beach and piling redundant qualities on their résumés that needlessly reemphasize their core competencies. Once a board member knows you are a CFO, chief lending officer or COO, they pretty much know what you do.

Chief financial officers who list asset-liability committee, investment portfolio expertise or preparation of financial statements as skills are dumping buckets of sand on the beach. Savvy candidates realize that expertise and experience related to core competency should be detailed, but only once. They use the balance of their résumé to demonstrate experience beyond their core.

Broadening Experience

The dream candidate has two core competencies. We recently worked with a credit union where the CEO diligently pursued succession planning and gave generous notice of his retirement date. He had three talented mid-career potential successors on his staff: the CFO, CLO and COO.

He allowed each potential successor to switch chief positions with their counter parts and spend two years in each of the three chief positions. At the end of the succession process, each of these individuals possessed powerhouse résumés.

Aspiring CEOs could to make their wishes known to their CEO that they want to broaden their career path. Gaining this experience within their credit union has a lower career risk than joining another organization.

Credit Unions for Kids Offer

The best resumes are a blend of art, science and awareness of the audience. Strong resumes better inform hiring decision-makers and this leads to better hiring decisions and more successful credit unions.

Credit Unions for Kids reflects the values of the credit union movement. If you are an aspiring credit union executive for a C level or VP position and are willing to make a contribution in an amount of your choosing to Credit Unions for Kids, we will review your resume and offer suggestions to improve the presentation of your experience and capabilities at no additional cost.  

Gene O'Rourke is managing director of O'Rourke & Associates. He can be reached at 415-442-5811 or [email protected].