As a former Training Manager who hired career coaches, I am exploring a shift from resume 'claims' to verifiable competence. Would this help your clients?

In my three decades working in skills assessment and career development, I have held several roles: senior instructor, training manager (where I hired and managed career coaches), and operational leader. Because I have sat on both sides of that desk, I constantly see the same friction point that I know many of you face with your clients: the traditional resume is fundamentally broken for proving what a person can actually do.

When I was hiring coaches and building training programmes, I knew that phrases like "dynamic problem solver" or "expert in project management" were often just resume spin. As an operational leader, I also know how frustrating it is to prepare for an interview or a role transition when the only proof of capability is a generic, self-written document. Standard aptitude tests do not help much either; they just tell clients what they already suspect, without providing a concrete, actionable path forward.

I am exploring a methodological shift and would value the perspective of fellow professionals in this space.

Imagine having a tool that helps a client build a standardised, verified Skills Checklist alongside their resume.

Instead of claiming "good at communication", the checklist breaks this down into strict, observable actions. For example: "Conducts structured team meetings that accurately capture, document, and action stakeholder feedback."
To prove it, the client does not write a cover letter essay. They simply link to an existing artefact from their actual work: a redacted meeting log, a completed project charter, or a signed supervisor attestation.

Furthermore, if the client is missing a specific action required for their target role, the framework does not just say "Not Yet Competent". It provides a clear, targeted development pathway showing exactly what they need to learn, practice, or document to close that specific gap before their next interview.

My questions for you as practitioners:

1. In your coaching practice, would having an evidence-anchored record of a client's actual competences make it easier to build their confidence and prepare them for behavioural interviews?
2. Or does the idea of gathering "proof" for their skills sound like an exhausting layer of administrative friction that the average job seeker simply will not engage with?
3. How do you currently help clients bridge the gap between vague resume claims and the concrete evidence hiring managers are increasingly demanding?

I am not selling a platform or a service. I am genuinely trying to understand if shifting the coaching focus from "claiming" skills to "verifying" actions would be a valuable addition to your toolkit, or if the practical barriers are simply too high.

I would appreciate your behind-the-scenes thoughts on this.