03:23 PM EST on Monday, February 6, 2006

BY CAROL KLEIMAN
Chicago Tribune

Having an up-to-date résumé is a must. But there's another kind of résumé you might find extremely useful: the "invisible" résumé.

"There's a physical résumé we all work on that is our tangible work history, but an invisible résumé, which is just as crucial, goes beyond skills," said Trevor Gandy, vice president of human resources at Chubb Group of Insurance Cos., based in Warren, N.J. It has 10,000 employees worldwide.

Gandy, a human resources professional since 1993, says an invisible résumé should be a record of "all those things that aren't on the job posting, such as how you communicate, collaborate with others, meet deadlines and work with various levels of management."

The executive, who handles human resources for Chubb's mid-Atlantic zone, which has 1,500 employees, also does hiring. And his enthusiasm about having an invisible résumé is justified: he invented the term.

"Last October, I was part of a brainstorming session we had on career success, and I pointed out the need for a tangible work history -- the visible résumé, the executive said. "And then I went on to say there also is a need for a résumé that lists those things that are not the usual skills and accomplishments but are just as important to your success. I called it the invisible résumé."

Gandy's résumé, which is valuable for job-seekers and job-holders, may be "invisible," but it should, like a standard résumé, be written down.

"Take time to jot down your strengths that go beyond just the baseline skills you have accrued over the years, such as being able to get results through collaboration with others," he said. "Your invisible résumé, is a record of your level of motivation, your efforts to sustain a high performance."

Knowing what your strengths are -- even those the hiring officer doesn't ask about -- makes a difference, Gandy says, "in a competitive marketplace. The invisible résumé, can be the determining factor in whether you get the job or the promotion you want."

It's up to you to mention these skills, since standard job applications and traditional first-job interviews don't cover them.

And if you're angling for a promotion, you have to present yourself in the best light possible by bringing up all your attributes -- and giving concrete examples of how they add to your value.

Other "invisible" skills that should be listed, Gandy says, include that "you volunteer for important projects, that you're able to deal with various levels of management and that you know how to navigate your way through an organization."

With your "invisible" list in hand, you can bring up your hidden attributes in a job interview if you're a job applicant or to get the training you need in your present job to move up to the next level. Knowing all your abilities, both visible and hidden, "gives you a game plan to begin deeper discussions with your future employer or your current employer, so that they are on the same page as you."

I asked Gandy if he has an invisible résumé.

"I do have one," he said. "I take notes every month and tie in my activities with the success of the business. My soft skills, which I have written down, are patience, that I work well at various levels, focus on results, am service-oriented, and align what I do with the needs of the customer."

There's nothing "invisible" about that!