Resume Mistakes

9 Resume Mistakes that Recruiters Hate!

Resume Mistakes

Recently I did the calculations of how many resumes I’ve looked at over the years, and having been a recruiter for 15 years, I realized I’ve reviewed over two million resumes. Sound like a lot? It is, and as a result, recruiters get fast at looking at them and finding the good ones. So, how much time do I spend looking at each resume? Well in 2012, The Ladders published a survey of recruiters over a six-week period and they concluded that recruiters spend on average six seconds reviewing a resume, according to the The Ladders Eye Tracking Study, and while that seems unbelievable, when I consider the quantity of resumes I see, compared with the number of positions I’m recruiting for at any given time, I realized I move through them quickly and six seconds may be accurate.

So, to make sure your resume gets a longer look, avoid some commonly made mistakes that recruiters hate. Here’s a list of the most common mistakes.

1. Overcrowded resumes and small print are too boring to bother with.

Formatting is important, include a lot of white space, so your resume is easy to read on a computer. Small print, unusual formatting, and a lot of text lands your resume in the discard pile quickly.

And for corporate, technology and business roles, use a straightforward chronological resume. Creative businesses and professionals prefer a more creative resume and academia prefers a less expressive resume than the business format. Adjust accordingly.

2. Functional resumes don’t hide anything.

Recruiters are seasoned readers of resumes and they know why you’re using a functional resume, because you don’t have recent relevant skills or you have an employment gap, so why do it? It’s a big red flag that you’re hiding something. Instead, use a chronological resume because first, it’s easier and faster to read and second, it will get a longer look right from the start. If your relevant skills aren’t reflected in a recent role, then include relevant skills that you have used recently in your accomplishments at your jobs, even if they weren’t essential to your role. It may not be a perfect solution for the role you want, but these additional skills demonstrate your job may not have been a perfect fit for this job, but you may be. And, if you have employment gaps, be transparent – after all, no one is perfect. But include what you’ve been doing during the gap with volunteer activities, education, or provide an explanation such as ‘personal leave, medical leave, or family leave of absence’.

3. Objective statements are ‘old school’.

Objective statements are challenging to write, and can sometimes hurt your chances of being a contender for a job you want if your objective statement doesn’t match what the company is looking for. I’ve seen individuals include an objective statement that says, ‘Seeking a large stable organization to grow with’, and then sent it to a small start-up that’s in constant change. If I like their background, sometimes the hiring manager kills their chances, just because of the limiting objective statement.

4. Summaries that don’t tell anything about you fall flat.

Summaries should include your strengths, with statements such as ‘takes initiative’ or ‘motivated’ or ‘analytical’. And should also include work strengths, such as ‘agent of change’ or ‘delivers results’. Companies don’t want to know just what you’ve done, but want a glimpse into who you are.

5. Resumes with no bullet points, too many bullet points, or ALL bullet points, are pointless.

Resume Mistakes Use bullet points to highlight your accomplishments, not your job responsibilities. Responsibilities are ‘what’ they hired you for, basically your job description. But what you ‘actually’ did on the job, anything you did that was special or unique, well that’s your accomplishments – from the time you stayed late to insure a project was done well and met a tight deadline, to a period or year where you were the top performer on a sales team. Or maybe you found errors in 13% of the data you reviewed, or saved the company 7% for an idea you implemented. These are the bullet points recruiters and hiring managers want to see. Don’t waste your time and everyone else’s with useless bullet points that just reiterate your job description.

6. Too many jobs and too much information gets boring in less than 6 seconds.

Focus your resume on the roles you’ve had that are relevant, keeping non-relevant positions to a minimum. And don’t include older positions if you’ve worked more than ten years. Your resume is an advertisement of you, not an application, so it doesn’t need to include everything. And no one wants to read your entire career history. If they’re interested in what they see on the resume, they can learn more once they meet you.

7. Resumes that are too broad feel like a waste of time to read.

Individualize your resume by creating three or four that will fit specific jobs. Remember the recruiter is reviewing as many as 500 resumes for the position you want, so if your resume is relevant, you’re more likely to be asked to interview.

8. ‘References are available upon request’…we know that, so skip it.


9. Buzzwords and industry jargon make your resume difficult to read.

Use jargon only when you absolutely must. If you’re in an industry that has specific jargon and have transferable skills to another industry, using industry jargon, moves your resume to the ‘not considered’ pile quickly, when you may be a strong candidate. But rephrasing industry specific statements to more generic statements will inspire interest for the recruiter to read on.

Consider why recruiters read resumes so quickly, they’re working on behalf of the hiring manager and the company, and know what specific skills or traits they are looking for, so the more compelling you can make your resume, the more likely you’ll stand out from the others. And if you took the time to apply for a position, and now want the recruiter and manager to take the time to read your resume, then take the time to draft a resume they want to read.

If your resume doesn’t entice the recruiter to continue to read, then you probably weren’t a fit for the role or the company. A good resume motivates the recruiter and the hiring manager to meet you, so it’s time well spent.

Ten Important Lessons I Learned in My Job Searches

Ten Important Lessons I Learned in My Job Searches

For 20 years I’ve been in the job market, either in a job or in a job search, and 15 of those years I’ve been recruiting all levels of professional talent for multiple companies in various cities and countries. Through all of it, I’ve learned some important lessons that I’d like to share.

1. Network now and forever.

NetworkingIf you’re not doing it already, start immediately. Networking should be an integral part of your career, and is critical when you’re in a job search.

Periodically connect with your existing professional contacts, whether it’s getting together or just passing along a relevant article to them, but stay in touch.

Extend your network regularly. Every time you attend a conference or off-site business meeting, make a point of connecting with someone. And, consider asking your current network to connect you with other contacts they value.

Extend yourself to those within your network by offering to help, introduce them to other contacts or act as a mentor to a junior professional.

When you ask someone in your network for assistance or to connect you to a hiring manager, be specific and thoughtful in your ‘ask’. For example, if you’re in the job market, and interested in a specific role, be prepared by providing your resume, as well as an outline of your strengths and accomplishments that match the requirements of the role you’re interested in.

2. Update your LinkedIn profile.

Make sure your LinkedIn profile is engaging and professional. Don’t just drop your resume into your LinkedIn profile. Your profile should be more distinctive and include the highlights of your career. Create a headline that speaks to what you’re passionate about in the business world. Hiring managers and recruiters are constantly using LinkedIn, so a strong headline can get you noticed.

If you want to minimize age bias, abbreviate your experience, including only the last past 10 to 15 years.

3. Have an elevator pitch ready.

NetworkingWhen you least expect it, you’ll be asked what you do or what you want to do. Be ready and be concise, zero in on what you do and what you want to do. Your story should take less than thirty seconds to tell.

Always have your elevator pitch ready, not just when you’re making a job change, but all the time, because opportunities can arise when you least expect them.

4. Regularly update your resume.

Annually, it’s a good idea to update your resume, even if you don’t need it. That insures when you do need it, you’ll be ready to go.

I’ve met leaders and senior professionals who recommend you keep a record of your accomplishments and update your record at least annually. It’s a great idea and good practice to get into.

5. Be prepared to discuss salary during a job hunt.

It may seem radical that when you’re in the job search, you get asked about your salary during your first conversation with a company, but it happens frequently. The reason why? Companies don’t want to spend valuable time with candidates who aren’t likely to fit their role. And, from your perspective, there’s nothing worse than spending 8-10 hours interviewing, and then receiving an offer that $10k to $25k below what you’d consider. You’ve just wasted valuable time and energy that could have been spent on a stronger role. So, while it feels intrusive, discussing desired and/or actual salary insures you and the company are focused on a role that matches what you’re interested in.

If you’re asked for a specific number and you’re not comfortable providing one, consider providing a range. If you want to be flexible about compensation, add that you’re flexible when you reveal your salary. And, tell the hiring manager or recruiter why you’re willing to be flexible, so it doesn’t appear to be desperation. Many individuals are flexible in their compensation requirements for reasons such as a better location, work/life balance, because they feel they’re over the current market salary or they may be transitioning their career.

6. Be organized.

cover-letter-writingJob search should be viewed as a project, and potentially the most important project you work on at any point in time. Like all good project managers, develop a plan and schedule, work the plan, and stay on target. Good project management skills will keep you organized when you’re juggling multiple interviews and roles, and interviewing with several companies.

7. Set aggressive goals each week.

Since most of your work will be meeting people or applying online, set goals for both, applications and networking. And, make your job search your number one priority every day. When you’re in a job search, you should spend 6 hours/day minimum on your job search, like your standard work day, whether it’s time spent networking, in meetings, resume submissions or research.

8. Contact and confirm your references.

Don’t include references on your resume or when you apply for a role, but do connect with your professional references early on in a job search. You should gather a list of at least 3-5 references and use only 3 of the most appropriate when you’re asked for them after an interview(s). Most companies want a reference from someone who supervised you, a peer, and one other person who knows you professionally. If this is your first role after your education, then teachers and professors can be used as they will speak to your work ethic. And, stay in touch with your references regularly.

When you get asked for the names and contact information for your references, reach out to the ones most appropriate for the role, and provide them information about what you’ve learned about the role, reiterate strengths that are important for the position, and thank them in advance for the recommendation.

Once they’ve provided a positive reference, and you’ve accepted the offer, circle back with your references, advise them of the role you just accepted, and thank them again.

9. Stay positive.

Job search, whether your currently employed or not, can be exhausting and discouraging. It’s critical that you stay positive. When the going gets tough, reach out to motivators in your network for support and fresh ideas. And, even if it’s difficult to hear, take the advice they give. Sometimes, we can become too siloed in our thinking when it’s about our career or salary. After all, it’s highly personal and often fundamental to how we define ourselves.

10. Pay it forward.

Do what you can to help a colleague, friend, or connection whenever you can. Help others through introductions, or mentoring more junior colleagues. And, if someone seeks your advice, be generous in providing it. Never forget that someone else is today in the same situation you were at one point and may be again.

Job search and managing your career can be exhilarating and frustrating. Being prepared and organized will make you savvier and appear more professional, and get you the results you want faster!


Why Do I Have to Sell Myself in My Resume?

Hiring managers get dozens, if not hundreds of resumes from possible candidates. Strong resumes that grab the reader’s attention quickly and encourage them to read further improve a solid candidate being considered for the roles they want. Most of us don’t like to brag or ‘sell’ ourselves, but today it’s critical to insure you stand out from the crowd. If your resume doesn’t stand out, you may never get the opportunity to be considered further.

So, how do you make your resume stand out?

Successful Resumes

Understanding the fundamentals of how people read and review resumes will give you a head start in creating a strong resume.

Hiring managers and recruiters frequently review dozens of resumes. Because resumes aren’t the most interesting reading, most people want to review them as efficiently as they can to find the best candidate. As a result, if your resume is strong starting in the first half page of your resume, you’ll encourage the reader to read on.

To make your resume compelling right from the start you want to make your resume easy to read, with enough white space on the resume so the reader doesn’t feel overwhelmed as they begin to consider you as a candidate.

When you include a professional summary near the beginning, incorporating information that provides your business strengths, as well as your personal strengths you convey what you’ll be like on the job and as a member of the team. Are you a strategic thinker, a good problem solver, creative? Make sure you include some positive statements about your personal strengths.

In the body of your resume highlight your accomplishments and contributions. Many people feel they did ‘what was expected’ on the job, and don’t realize they made contributions such as a special project they took the lead on or the time they solved a problem implementing a process improvement or practice that improved outcomes. Think hard about even the smallest contributions you’ve made.

Historically resumes included statements that frequently started with…

Successful Resume Writing

Responsible for…

Use more compelling action verbs that catch attention. Start statements with an action verb since it’s easier for the hiring manager to identify what your actual contribution was.

Let’s consider a few accomplishments and contributions and compelling action verbs to highlight them.

Ex: You were the manager of a team. Try using verbs like cultivated, fostered, inspired, mentored, motivated, or aligned to highlight traits that differentiated you as a manager.

Ex: You worked in customer service. Try verbs such as advised, resolved, improved, or informed.

Ex: You met your goals, either revenue or a specific metric. Try adding verbs like surpassed, demonstrated, accomplished, or attained to differentiate your accomplishment.

Ex: You wrote documents or processes. You might want to use verbs like authored, composed, promoted, created, or reviewed.

Ex: You led a project team. Add verbs such as headed, organized, executed, or oversaw to catch the hiring manager’s attention more quickly.

As you’re considering what to include, focus on times when you increased revenue or saved the company time or money. Bottom line, accomplishments focused on savings or increased revenue are more significant.

Your resume and career history will make a bigger impact if you use dynamic action verbs to highlight your contributions and accomplishments. Verbs that are overused and anemic will diminish what you’ve done and may not get you to the next step. Using strong compelling words in your resume can compel the hiring manager to invite you to interview.

A strong resume is the beginning of a successful job search.

For more information about opportunities or next steps, check out our employment opportunities or contact us!


20 Interview Questions You Need to Ask an Employer

You’ve got your first interview coming up with the manager and you’ve prepared how to answer all the questions including why you’re looking for a new role. But have you thought about what questions you should ask?

This is the first time you should be asking specific questions to find out more details about the company, the culture, your future manager, peers you’ll be working with, and future growth opportunities.

It’s a good idea to start with general questions and then move on to more specific questions.

About the Company

  1. Ask about the company’s short and long-term goals. What are major initiatives this year and what are the long-term plans?
  2. Inquire out about the culture. While most companies declare they have a positive work environment, what does that really mean? Ask the interviewer what their experience has been and what they value most at the company. Ask what they’d like the company to improve? Is it corporate sponsored events, community giving, or perhaps more frequent internal or executive communication. It doesn’t matter what the answer is, but it can provide valuable information for you.

Position Specifics

This can be tricky because candidates often ask general questions like, what are the job expectations, or how do you define success? And, the answers often don’t provide useful information. Be specific.

  1. How would your time be allocated on a ‘typical’ day?
  2. What are the challenges that you’re going to face? In the first 90 days? And the first year?
  3. What’s the structure of the team and how long have people on the team been at the company and in their roles?
  4. What obstacles may arise? And where will the resources be to overcome them?
  5. What metrics do they use to determine success in the role?
  6. How frequently will your manager meet with you? Daily, weekly, or bi-weekly?
  7. What’s your manager’s management style? Are they a hands-off manager or a micromanager?
  8. Request a meeting with your peers on the team. It’s a great opportunity to get a good feel for what you’re getting into. What were the department’s biggest challenges last year and how did they solve them?

Salary and Compensation

interview-questions-for-employersSalary and compensation conversations should be kept general in the beginning of your meetings. Likely the recruiter will ask your salary, or salary range, and you can provide them current salary, desired compensation, or a range. However, if you provide a range, keep the range within $5-$7K, because whatever range you state, the employer hears the lowest number, while you’re thinking the highest end of the range. This disparity can result in an offer that disappoints.

In meetings with the actual hiring manager, salary and compensation questions you initiate should be kept to a minimum.

  1. You may want to ask for confirmation your salary is in the range of what the company has allocated for the job.
  2. You can ask for an overview of the company benefit plans. Some companies won’t provide specifics until the end, but many will provide you a summary of their overall benefits.
  3. Ask when detailed benefit information will be available.
  4. Ask about perks the company regularly provides, like matching contributions to charities, educational reimbursement, free beverages, casual work environment, work from home days, etc.

Training and Future Opportunities

  1. Inquire about any early training.
  2. Ask if there’s a senior resource available for questions or if they have a formal mentoring program? It’s always a benefit to have a mentor, so if it’s not offered, find one within the company as soon as possible. It can be an employee in another department, but your mentor should have more tenure and seniority to be the most useful.
  3. What are the future training opportunities, from web training to conferences and onsite training?
  4. Ask about growth opportunities? What’s been typical in the department?
  5. What was the manager’s trajectory in the company and have they promoted any team members?
  6. Ask about opportunities to transition to other departments and the flexibility to do so if it’s good for your long-term career growth at the company and an opportunity presents itself. What are the limitations?

interview-questions-for-employersIt’s important to have some knowledge of the individual you’re meeting, as well as the organization before you ask any or all questions. If you’re interviewing at a start-up, growth opportunities, training and mentoring may not be clearly outlined. However, if it’s a small start-up you’re interested in, it’s important to understand your manager’s philosophy to promoting people, and in the end, you’ll likely need to be more open to taking a risk. Well established companies often have formal development and/or training programs, so you’re likely to get more concrete information.

It doesn’t matter how much you want the job, it is critical you get as much information and your questions answered, so you can make an informed decision if you get an offer. There’s nothing worse than accepting an offer and learning later, you should have asked more questions and now you’re committed to a job you don’t like.

In the end, stay positive throughout your conversations with the company. There will be times when it’s appropriate to ask certain specific questions, and other times when you’ll have to keep questions more general. And you need to be sensitive to the interviewer’s interest in answering questions. Don’t ask too many questions at once. There’s nothing worse than a candidate who drills the interviewer with multiple questions when the interviewer isn’t convinced they’re a strong candidate. It confirms to the interviewer that the candidate has little awareness of how the interview is going or doesn’t know that timing of questions is critical.

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Smart People – The Best and Worst of Being Smart at Work

I wanted to write about what it meant to be a smart person in the workplace, and realized it’s been widely written about already. It’s generally accepted that being smart is fundamental to success and there are numerous articles and blogs that support that belief. So, rather than restate what others have said, often better than I could, I wanted to highlight articles that were especially interesting.

What defines a smart person?

An article in HighIQ talks about the benefits of being smart, and how intelligent you need to be to be considered ‘smart’. In this article the author defines the ‘highly gifted’ individual with an IQ of 140 and above, while just being ‘smart’ has an IQ at 130 and above. Are you curious what your IQ is? It doesn’t really matter what your actual IQ tested at, or tests at, because it can change. Most people inherently know how smart they are, especially once they’ve been exposed to both a formal education and the workplace. Whether you’re a CEO or you’ve only worked one year, you know if you’re smart. Doing well in academics isn’t always the only indicator of an intelligent mind. In an article in the Elite Daily, several of the most successful businesspeople in today’s world were challenged in school, with the most recognized name being Bill Gates. Consequently, while intelligent individuals frequently get good grades in school, some don’t and still have profound success once they’re in the workforce.

And in the Forbes article, Science Says These Five Things Prove You’re Smart, being smart is defined by anxiety, early reading, early music lessons, left handedness and a solid sense of humor. This appears to be an unscientific way to conclude intelligence, but I felt it appropriate to include.

What are the quirks of being a smartie?

According to an article by John Stanley HunterBusiness Insider , published in the Independent on Friday 5, August 2016, smart people swear more, have a larger profanity vocabulary that they can spout easily, and don’t get much sleep. They can also be very funny. After reading that article, I realized I’ve met a lot of smart people, who were quick with their humor and sometimes profanity, along with interesting ideas and stimulating discussions.

And in an article in the Thought Catalog by Kovie Biakolo, smart individuals often are harder on themselves, less happy, misunderstood, frustrated, sometimes not particularly successful and frustrated because a superior has a lower intellect, which dramatically articulates the frustrations that can occur when someone has a high intellect. But, they don’t have to limit you.

What are the downsides of being smart at work?

Whether you’re smart or not, everyone makes mistakes and has flaws. But smart people make some unusually stupid mistakes. Smart people often respond too fast to simple questions, getting the answer wrong because they rely on knowing they’re smart, and don’t think about what the question is really asking. Smart people sometimes don’t ask questions when they should. Likely because they assume they already know the answers from past experience or knowledge they’ve gained.

Think you’re smart? You should read this article in Ladders…and likely you’ll realize you still have a lot to learn.

In an article in the Houston Chronicle, “The word “smart” is often associated with a high intelligence quotient or IQ. And, Webster’s Dictionary defines “smart” as mentally alert, knowledgeable, witty and clever. There is one major difference between a smart employee and one who simply has a high intelligence quotient. An employee with a high IQ is able to comprehend, analyze, process and reproduce information. While a smart employee has these skills too, he also possesses a worldly wisdom and common sense that no textbook or training can teach, including wisdom that is derived from his life experience.”

To take that information further, being a genius doesn’t necessarily provide more benefits in work output, but being smart, and combining it with experience and common sense will likely get one farther, faster.

What are the benefits of being smart at work and at home?

In a recent Reader’s Digest article, wise people execute a lot of smart habits and actions that should improve their knowledge, quality of life and social skills. These positive actions and habits are wise for anyone to develop at all stages of life.

In the end, being smart doesn’t get you happiness, guarantee productivity, money, or love, but it does give you the ability to learn what you don’t know, what you’re doing wrong, and how you can improve, if used well. The rest is up to common sense, luck and fate.

After my research, I learned it’s generally an advantage in the workplace to be smart. But like many advantages it must be appreciated, and individuals need to be aware of the challenges they still face and focus their energy on strengthening the positive and coping with the negative. Consider intelligence and smartness another tool in your toolbox you can use to make yourself better, and you’ve got a valuable tool. Waste it, by too much comparison and introspection, and it becomes a burden.