I’ve spoken to dozens of clients about their resumes and LinkedIn profiles and the unintended negative biases they're eliciting with third-person storytelling, buzzword-filled executive summaries, and legal formatted resumes.
What most people don’t realize is that they are setting themselves up for failure before they even get to the starting line with networking conversations and interviews.
I thought the rest of the community would benefit from some of the LinkedIn profile tips and insights that I’m sharing about why this approach (while adopted by most people) is posing unnecessary challenges for them in their interactions from everything from networking to interviewing to sales.
Third-person Storytelling is the Status Quo – But Why?
Why don’t we start with a question to prompt the discussion?
What was the last great Netflix show you watched where the characters talked about themselves in the third person?
…crickets…
I can’t think of a single one… and neither can you, because they don’t exist.
So why are so many of us using this third-person storytelling approach in our modern times?
Is it just because that’s what we’re familiar with? What feels comfortable because you don’t want to stick out from the crowd?
A few observations about why people use this approach:
There hasn’t been a reason for many tech workers to advance their interviewing and storytelling abilities in the past decade because of our 0% interest rate environment from 2009 to 2023.
Most people are using antiquated approaches to their job search, which includes tactics that worked 10 to 20 years ago but are not effective now.
People are typically look for a new job once every 3 to 5 years, so their interviewing skills are very rusty.
“Selling” one’s self or writing in the first person doesn’t feel comfortable, which in some cases can be attributed to one’s culture (collectivist) or the industry that they are a part of.
I often see clients write about themselves using business jargon or buzzwords that their audience cannot easily decipher.
Here are two real-world examples from executive summaries (the first paragraph people see):
Versatile, authentic, dynamic, and mission-centric complex problem-solver with solid experience building internal/external strategic partnerships and growing/managing business relationships.
Accomplished strategy, marketing, product management, and corporate development executive that reliably and consistently leads organizations to success through the complex task of building a strategic and sustainable growth engine.
The Problem with Third-Person Storytelling
Imagine you're the recruiter that’s reviewing resumes of job applicants and searching LinkedIn for the best candidates.
The recruiter has a sea of 500 resumes and 300 other LinkedIn profiles in their search results to comb through.
Their goal is to reduce the candidate pool from hundreds to the 10 to 20 that are the most highly qualified, available, motivated by your mission and culture, and within your budget.
Now imagine that these two summaries come up in your search – but these are the 59th and 60th resumes you’ve come across.
Are you interested in reading further?
Would you commit an hour of your time to speak with this person?
Or would you move on to one of the next candidates?
The answer is likely, "no, I'll pass."
The problem with this type of storytelling is that you’re overloading the audience with too many adjectives without actually saying anything impactful.
You’ve also created a storyline for yourself that literally anyone can use, which goes against my golden rule of resume writing:
If anybody can use your executive summary, it’s the wrong executive summary.
When you write your story with adjectives with no additional context, you’re making your reader perform unnecessary work.
They have to stretch their imagination about the type of leader you are and they physically have to leave your resume to find out relevant information about you.
Some questions to keep in mind that the recruiter is asking themselves when they’re reviewing your resume:
How do you differentiate yourself vs. the other 50 candidates?
This person mentions they are a problem solver, what kind of problems?
What type of “business relationships” does this person bring? Are there specific brands that they have partnered with that we have a strategic interest in?
Does this person communicate this vaguely in real life?
LinkedIn Profile Tip: Simplify Your Story by Using Direct Language That Builds Trust and Boosts Impact
So... what does a differentiated executive summary look like?
I’ve been the Head of Business Development Success at 3 high-growth fintech startups including Stripe, Plaid, and ApplePay.
I bring a unique ability combining my expertise in analytics, growth marketing, and partnerships to build true win-win partnerships with large organizations (e.g. Apple, Affirm, and JPMorganChase), lead successful Business Development organizations that grow $100’s of millions of dollars in revenue, and improve the operational infrastructure within companies.
Using a writing approach like this makes it easy for your audience to understand what makes you unique, the companies where you’ve developed your leadership capabilities, the external relationships you can bring with you to your new company, and that you can help them drive revenue at your organization.
If a company is looking for a BD leader who can grow revenue and understands the fintech ecosystem, you’ve left no ambiguity that they should be reaching out to you.
Stay Connected
If you’re looking for support navigating your career, I’m here to help, whether it’s preparing for the job search, getting clear on your “why,” negotiating an offer, or increasing your leadership capabilities through my executive leadership program.
Feel free to message me or book a free call on my calendar if you’d like to connect.