Easy fix: move to the Career History Form. A sample can be found here


4 reasons why the Career History Form is better than the standard resume:


  1. More detailed than a resume
  2. Contains information that can be used in future interviews
  3. Standardizes the “application submission” process
  4. Requires a level of effort to complete that only truly interested candidates will submit


What are some of the keys on the Career History Form that help you as a hiring manager:


  • Starting and ending compensation for your candidates including base/bonus; this tells you how they progressed in each position. ‘A’ players earnings progress over time.
  • They are forced to submit the name of their previous bosses; this helps in the reference check as you know you will be speaking with somebody (present company not included) that managed them
  • Candidate is asked to select how their past bosses would rate their performance. ‘A’ players only select Excellent. You would be amazed at how many people dont select this.
  • Candidate is asked to select why they left previous roles and are given only these choices
    • 100% mine
    • Mutual split
    • Was fired
    • Options didn’t fit circumstances



An ‘A’ player hardly ever has a mutual split or options didn’t fit circumstances. This tells you a lot about the potential candidate. However, most  non ‘A’ player candidates, when asked for this level of transparency, will opt out of the process.


Does the CHF take more time than a resume? Yes. But it is the candidates time, not yours. If they are an ‘A’ player and truly want the role, they will complete it.  Will it improve your hiring batting average? It certainly has for hiring managers in places like GE, Honeywell, Microsoft and EMC.  Give it a try with you next requisition and let me know if it helps.


Matt Sharrers

Studies and works with the top 1% of B2B sales and marketing leaders who generate above average revenue growth for their companies.

Matt is arguably one of the industry’s most connected, and physically fit, sales leaders. He “lives in the field.” As a result, he is the foremost expert in the art of separating fact from fiction as it relates to revenue growth best practices. Because of Matt’s unique access to the best sales talent, private equity investors tend to turn to him first when they need to hire remarkable leaders to unlock trapped growth inside of their portfolio companies. Matt’s recent engagements include work commissioned by private equity leaders Permira, TPG, Bain Capital and Hellman & Friedman.


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