Last week, I sat in a client meeting discussing the merits of candidates for a position within the organization. At one point, the conversation turned to a current contributor who has had a long relationship with the organization. The conversation went something like this:
Company Executive A: “We should think about the progress on this project — we need to keep this moving along. What about bringing in Erin.”
Company Executive B: “I’d like that – but I worry about her ability to handle her schedule when things really get complicated.”
Hmmmm. That information was certainly never mentioned before. This individual had completed multiple projects with the company quite successfully. Her work was described as “beautiful” and she usually hit budget targets. However, it appeared that a portion of her “invisible” or “unwritten” resume was affecting her opportunity to work on the project.
This brings us to an interesting inflection point. We all have an alternative or unwritten resume — which effectively captures what is not included in the more formal version. (See a great discussion of the topic in this classic HBR post.) This unwritten version, might include aspects of our work life including attitude, performance under pressure and our overall ability to collaborate.
We all have a side to our career story that we may be overlooking — and its elements may have a significant impact on our future. We all need to ascertain the complete story. The sooner the better.
So what do you think might be included in your “invisible resume”?
Time to think about that.