Resume 2.0 – Why are you telling me that?

During a recent workshop with executives of a large non-profit organization, one director confided that she is increasingly surprised, if not shocked, by some of the information being disclosed on resumes today.  On one, she said a candidate with an Ivy League education and a master’s degree included personal information that seemed completely inappropriate – the type of yoga the candidate enjoyed and the individual’s taste in music, among other things.

The director was taken aback because the candidate was applying for a position that had no connection whatsoever to the personal information. This prompted a series of questions: Why is this candidate sharing information that has nothing to do with the position? Why does this candidate think an employer would care? And most importantly, what does this say about the candidate’s common sense if personal and irrelevant information is willingly divulged?

This produced an animated exchange in this group of mostly Baby Boomer executives, who ultimately concluded: How does this information help our organization or our department accomplish our initiatives?

What the Baby Boomers managers may have had trouble seeing is that this candidate was behaving just like most Millennials. Their first instinct is to provide a complete picture of who they are, what they do and what they are interested in – both personally and professionally.

There are numerous reasons for this point of view. Having grown up in a world in which transparency is expected, Millennials/GenYers regard the disclosure of personal information a routine part of getting to know someone.   With regard to work and play, Millennials/GenYers don’t make the distinction like Baby Boomers do. They see life as a continuous experience.  As a result, Millennials/GenYers view personal information as essential to any functioning relationship. In fact, Millennials/GenYers are compelled to share intimate details to present an honest and accurate picture of themselves.

Millennials/GenYers also believe authority figures such as employers will have the same interest in them as their Baby Boomer parents. Their Boomer parents guided and mentored them to learn and then share everything they experienced, from sports to after school science clubs.  Millennials/GenYers have been working on their personal portfolios/resumes from an early age, and thus have a lot to share. They have been asked their opinions on everything from politics to managing household electronics. In the process, their self-esteem has been validated by many authority figures, including teachers, coaches and families.  Their manager falls squarely into the category of authority figures who should care about them personally.

From the Baby Boomer perspective – especially those who may not have much day-to-day exposure to Millennials/GenYers in the workplace – it feels like way too much information.  As a perspective employer, however, it is largely what the future holds. Millennials/GenYers occupy an increasingly large part of the workforce.  The more managers understand their unique perspective, the better the company can evaluate a potential employee.

Viewed in this light, the seemingly impertinent resume information has a clear rationale for being there. Or if you reframe this information and see it as an expression of a young person’s willingness to connect with a manager, the personal details look quite different. This information is actually a generous offer, and it demonstrates the candidate’s trust in you.  In the end, understanding the perspective of Millennials/GenYers might be a way to add value to your organization by finding the next star performer.