Resume Do’s and Don’ts
Every person that has put together a resume knows the basics, no spelling errors, limit to two pages, chronological format, use keywords and so on, but there are other basic issues that candidates do and don't do that have a big impact on getting their resume noticed. By getting noticed I mean read and ultimately you get a phone call or email.
Lets all agree there is only one reason for a resume, and that is to get an interview. That is it -- PERIOD. A resume isn't to get you a job, it isn't a networking tool, it isn't a bio and most important of all a resume isn't ABOUT YOU.
A resume is about the person reading the resume. If the only purpose is to get you an interview, then the resume better stand out so they take the time to read the resume. Standing out doesn't mean gimmicks, highlighting or other tricks that only make you look desperate. Standing out means they see what they are looking for and want to read on and ultimately engage you.
I believe candidates need to realize how people review resumes or take a step back, be very objective, and think about how they reviewed resumes when they had a stack of 100+ resumes sitting on their desk.
I know for me it starts with the 10 second review. I'm looking for a few box checking items or points and if they are missing, or aren't a fit, I move on. For example:
- If my client isn't going to relocate, and you are from out of the area, you are gone.
- If I'm searching for a VP of X and you are a VP of Y you are gone.
- If for whatever reason you have to have experience in a specific industry and you don't, or haven't at least worked in an industry that is a close fit, you are gone.
- If my client is a small entrepreneurial company and you have only worked in very large companies you go into the "B" pile.
- If you have had 8 jobs in the last 8 years chances are you are either gone or in the "B" pile.
- If the scope of your positions don't align with my client's you are gone. For example, if I'm searching for an International X and all your resume discusses is domestic, I think you know what is going to happen.
A recruiter, HR person or hiring manager can determine these in 10 seconds or less. Once all of these fundamentals are box checked then I'm going to take the time to read the resume in more detail. It is here that the rubber meets the road. This is where the resume needs to be about my client, NOT YOU. It is here that I'm making the decision of whether to pick up the phone and call you or not.
So it is critical under the "do" column of "Resume Do's and Don'ts," that you meet these basic screening issues or at least in one fashion or another address them. For example, if you are open to relocation and willing to pay your own relocation expenses that should be in the cover letter. This could help level the playing field with local candidates, if other points on your resume are compelling. You may go to the "A" or "B" pile instead of being eliminated.
Under the "don't" column of "Resume Do's and Don'ts," you need to make sure that when the person gets to the reading stage of your resume that you don't discuss irrelevant issues or accomplishments. This is the time to stand out, differentiate yourself and hit a home run.
The biggest "don't" is don't try to get by with a one-size-fits-all resume. These resumes are so generic it is impossible to know exactly what the candidate actually did. The bullet points don't include results and are so vague the reader could change the name at the top and the resume would be like all the rest.
Don't regurgitate the duties, tasks and responsibilities of the job in bullet point format. Most companies will not consider you a great hire if all you do are the very basic duties of the job. Your bullet points should demonstrate the exceptional work you have performed. The resume bullet points should sing out loud and clear, "Here are the benefits to you if you hire me."
Change your perspective on the resume. Stop thinking of it as a resume about you. Start thinking of it as a marketing document or advertisement. These are generally about the targeted audience and designed to get their attention.
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Brad Remillard, an executive recruiter with over 25 years of experience, has conducted over 10,000 interviews and been involved in more than 2,000 executive searches.
Brad previously served as President of CJA Executive Search, which was recognized as one of the top search firms in Southern California. In 2005 he co-founded IMPACT Hiring Solutions a retained executive search firm and best practices hiring company.
He is co-author of two books on hiring. You're NOT The Person I Hired. His second book helps candidates dramatically reduce their time in-transition is, This Is NOT The Position I Accepted
In 1999, Brad co-founded the American Association of Senior Executives (AASE), one of Southern California's largest career management and business resource organizations exclusively dedicated to VP and C-level executives. The AASE has assisted more than 1,500 corporate executives manage their careers.
Brad has personally coached many of these executives on success-based interviewing, 21st Century networking techniques, and career transition.
He is a frequent speaker on the subject of career management and executive networking.
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