What I did tell you was that the personal taste of the hiring manager and the culture of the organization are huge factors to consider when it comes to resume content. There may be some best practices, but for the most part it’s a very subjective topic. I also encouraged you to get advice and feedback from others.
Just in case you were waiting for me to do it for you….I did!
The following individuals have graciously offered to contribute their resume-writing expertise.
Kathy Wishart, Recruiter and Job Search Consultant with Priority Personnel Inc. Operating since 1993, Priority Personnel Inc. is an independent and locally owned New Brunswick recruiting services company. Priority Personnel Inc. is driven by a commitment to meet and exceed the needs of a diverse customer base. 75% of their business comes from repeat clients and word-of-mouth referrals.
A wide range of job classifications and services are provided to all levels of Government; not-for profit organizations; and private business such as consulting, legal, insurance, financial, accounting, development projects and corporations, communication, and information technology.
Dana Leavy is the founder of Aspyre Solutions, and a self-proclaimed “Entrepreneurial Wingwoman”, helping aspiring entrepreneurs & creative freelancers start, build & grow sustainable small businesses, through career transition and business consulting. As a career adviser and small business entrepreneur, Dana has helped hundreds of professionals in advertising, marketing, design, multimedia and other industries in creating and executing effective career plans to find and DO the work they are passionate about.
Mark Babbitt is CEO and Founder of YouTern, where emerging talent connects with entrepreneur-driven businesses and non-profits through high-impact, mentor-based internships. Mark has been quoted on internship, experiential education and career matters in Forbes, Mashable, Under30CEO.com and ReadWriteWeb. Mark also contributes to Business Insider, StudentBranding.com and Intern Advocate. A serial mentor, Mark was recently honored to be named to GenJuice’s “Top 100 Most Desired Mentors” list.
The panel was asked to respond to ten questions regarding resume content and formatting. Below are the first five questions. This is in the interest of keeping the blog post fairly brief, and not (as some have pointed out) an opportunity for me to have two days’ worth of blog posts that I don’t have to write myself.
1. What can I include in a resume that really makes it stand out for you from the hundreds of others you see?
Kathy Wishart – This is a tough one because I’ve seen all manner of format and feature in resumes over the years. A resume that stands out to me now is one that has energy to it and gives me a glimpse into the person I’m considering.
Dana Leavy – A solid resume summary statement is one of the best “tools” you can utilize to add oomph to your resume, and really give it a solid branding message that communicates your top skills and experience. I say “summary” instead of an “objective” statement because a summary focuses in on the great qualities that you’re essentially bringing to the table for the organization (what are they gaining?), versus an objective, which speaks from the perspective of what you want as a job seeker. While that’s important, it’s not going to grab any company’s attention – they already know you want to work for them, and leverage your skills! A great branding summary tells them who you are in terms of your qualifications, what you’re there to do, and what unique experience or perspective you can really bring to the role. If you were to answer the question, “What do I want prospective employers to know about me?” this would be the place to really answer that strategically.
Mark Babbitt – Good resumes tell me what you CAN DO for me, not what you DID for someone else. This includes soft skills, quantified statements of achievement – and confidence.
2. What is the most common mistake that people make on a resume and/or what is the one thing you see on a resume that really irritates you (not including typos)?
Kathy Wishart – A good many people submit resumes that look like a list. They’re bare bones information and lack the flesh and muscle that tell me about a person’s accomplishments and suitability. A straight up pet peeve, for me, in a resume is the word “etc.” It tells me nothing. I’m also not fond of the personal pronoun “I” in a resume.
Dana Leavy – The biggest mistake I see is utilizing a resume as little more than a sheet of paper that denotes your experience, education and skills. There is no branding message that tells me why you’re uniquely qualified for the role, versus having the minimum qualifications. A resume should follow a slightly formalized format, yes, but it should tell the “story” of your career by really sticking to a clear branding message that’s evident throughout the document. And the other mistake? Assuming it all has to fit on one page, cramming information together, and ultimately sacrificing the readability of the document.
Mark Babbitt – The inclusion of an objective statement and other “I” related comments. At least until the first interview, as a recruiter the least of my worries is what “You” want or expect. I’m looking for a good culture fit, coachability – and someone who can do the job right now.
3. I keep hearing that “keywords” are the best way to get your resume noticed, but I also hear not to use “over-used” “buzz” words… but the job ad ALWAYS has these words in it. What are your thoughts on this?
Kathy Wishart – Buzz words don’t bother me, personally. I think the problem with buzz words is that people tend to overuse them and not back them up with concrete examples that demonstrate that they possess that quality. I’d much rather infer that someone is creative by reading about a cool accomplishment than the job seeker simply telling me they are creative.
Dana Leavy – The summary and skill sections are great places to include an keywords or buzzwords that you know your audience is going to be looking for. Don’t overdo it, and keep it genuine – anything you say in your resume you should be able to back up with context and examples in the interview, so don’t just throw in keywords for SEO sake.
Mark Babbitt – If you are applying to a larger organization or agency that uses an Automatic Tracking System (ATS) you have no choice but to pepper your resume with keywords from the job description.
4. Everyone says objective statements are overrated. How should the resume open, and what should be included with it?
Kathy Wishart – In the most technical sense, the resume opens with a solid cover letter. The cover letter should replace the objective statement. Resumes open with the name and contact information of the job seeker. After that, I like to see a well-crafted profile statement and relevant summary of qualifications.
Dana Leavy – See #1 above: Open not with an objective, but with a summary that clearly communicates your brand in terms of your skills, experience and any particularly unique angles that would catch your audience’s attention. This is the first section they will read, and you want to set a strong context for the rest of the document that compels them to keep reading.
Mark Babbitt – The summary statement mentioned above is far more effective at showing the recruiter how you will solve their problem; how you will contribute. The summary statement can be either a short paragraph (maybe 400 characters) or five to eight bullet points that highlight your abilities, experience and soft skills.
5. How important is it to include elements of your personality in your resume? Can it be detrimental?
Kathy Wishart – In my opinion, certain aspects of one’s personality, as they relate to the job at hand, should come through in the resume. The employer is hiring the whole person, not just a skill set or repertoire of experience. This lends itself to cultural fit which is a huge factor in why people stay in or leave their jobs. But, be careful, some details are just “TMI” – too much information. Employers don’t care to know (and don’t need to know) about things like sexual orientation, religious beliefs, and hobbies.
Dana Leavy – LinkedIn is a better place to do that, as well as a blog, or even your cover letter, because you can make the connection between the qualifications in the resume, and why you want to work for that particular company. If you’re vying for the attention of a creative company, a startup, or anywhere else where you know there’s a very particular company culture that you have to appeal to, you can make that connection in the cover letter, or the other documents. While it might seem antiquated, the resume still has to follow the old standards and function as a more formalized representation of your qualifications. But I do think you can get a little creative with your brand – throw your volunteer or internship experience in there, maybe list your memberships & affiliations with certain groups they might find appealing.
Mark Babbitt – Depends 100% on the industry and company. In a conservative Fortune 500 company showing a unique personality can be a huge detriment. In a start-up, non-profit or entrepreneur driven business, however, “being a character” may be exactly what you need to do to get the interview. In all cases, tailor the resume to the audience.
Tune in tomorrow for Part 2, where we address the remaining five questions. I want to thank all of the participants for taking the time to share their knowledge. If you have any questions or comments, feel free to leave one below, or follow the participants on Twitter and chat with them yourself.
About the Author: Scott Keenan is a twenty something with a uniquely cynical view on everything. Scott specializes in Human Resources and Marketing, and he “shares the awesome with you as often as he can.” Check out Scott’s blog, and connect with him on Twitter!