As an Executive Recruiter and HR Advisor to the apparel industry and small businesses, I have seen hundreds, more like thousands, of resumes of all levels. With a recent influx of candidates in the job market, the number of resumes I read on a weekly basis has steadily increased, as with other Recruiters and Hiring Managers. In a recent gathering of Executives, Hiring Managers and Recruiters, we openly shared our resume pet peeves and feedback - what we look for on a resume and what we hope candidates avoid.
The current job market has changed and resumes are now looking different. One Executive shared “It’s almost as if candidates feel they need to add more to their resume in hopes to standout, but the opposite is true.” For many of us on the receiving end, we agree with this mentality, especially now that we have more resumes to sift through. On the flip side, candidates are curious about hiring strategies and ask “what provokes a call back?” so I decided to collect and share some constructive advice on how to make your resume standout and alleviate common mistakes that Hiring Managers hope candidates avoid.
Top Six Resume Tips From Hiring Managers - What to Keep and What to Avoid
Keep it organized. Clean, classic formats work best for viewers as well as applicant tracking systems. Avoid adding photos, logos, infographics, side columns. Remove added content such as testimonials, references, unnecessary personal information.
Keep it authentic. Your resume should be in your narrative. If you choose to use a resume writer, be sure they know your industry and role. Avoid using over-designed premade templates, buzz words, trends, and AI content. Stay away from resume writers that do not specialize in what you do or your industry.
Keep it on a need-to-know basis. Your resume should include relative information, defined duties and experience that are applicable to the role you seek. The rule of thumb is to tailor your resume so the reader knows you have the right background for the role. If your resume does not showcase your relevant experience, the reader may think you did not carefully read the job description and or that you are not a good fit. That results in a quick pass.
Keep your top summary pointed and condensed. Your top summary should be no more than 2-4 brief sentences and should read similar to an elevator pitch, summarizing what you do. Avoid common descriptive wording such as “team player” and “organized” or other standard traits that you are assumed to have. Your top summary sets the tone of your resume and should serve as a strong segue to your professional work experience. The content following your top summary should be your experience in chronological order, most recent first.
Keep in mind someone else is reading your resume for the first time and learning of your work experience. Does your resume leave your reader with open questions? Can your reader tell if you may be an asset in their role or is your resume missing information? Are you consistent in providing specifics? Quantify and share distinct information to answer questions a reader may have, such as project details, length of timelines, budget amounts, annual sales, etc. Avoid excess content or unnecessary metrics.
Keep your content fresh, condensed and proofread all pages. If possible, keep your resume to two pages in length. Remove old work history or content that is not applicable to the role you are seeking. Be sure your office technical skills are current. Before you hit send, take a break and close your resume. Re-open and proofread it, if possible, ask someone else to proof it too. A second set of eyes is better than one.
In sum, a recent group of Hiring Managers and Recruiters shared that they prefer classic format resumes with clear, concise and relevant content. All agreed, those type of resumes standout because the candidate is placing focus where it should be, on their work experience. Additionally, candidates have the opportunity to create efficiency while Hiring Managers are overloaded with resumes. A well-written and pointed resume will get the read and serious consideration.
Article written by Lisa Hollister
About the Author / Writer
Lisa Hollister, PHR is the Founder of Talent Suede; HR consulting and Executive Search Recruiter for the apparel industry and small businesses. As a certified HR professional, she brings 16 years HR & fashion industry experience, specializing in HR solutions, Executive Search and career coaching. When not working, Lisa hosts Hiring Manager round tables in NYC and attends fashion markets at Dover Street Market NYC and travels to other markets such as Dover Street London and trade shows such as Couterie /Magic, ReMode and Agenda to expand her network, resources, and bring you up-to-date industry information.
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