Tag Archives: employers

10 reasons why recruiters and hiring managers dread reading a résumé

Here’s a fact: very few people like reading résumés, especially those who read hundreds of them a week. Ask any recruiter or hiring manager (HM). I critique and write résumés as part of my job. I’ve read hundreds of them, but I’ve got nothing over recruiters and HMs.

bored woman

The only bright spot in this whole process is reading a résumé that doesn’t give me a sharp pain between my eyes, one that is relatively sound. A résumé that is outstanding—now, that’s a WOW moment.

Once you understand that recruiters and HMs are not dying to read your résumé, you can focus your attention on writing one that pleasantly surprises them, one that prompts them to recommend you for an interview.

To entice them into inviting you in for an interview, you must avoid making the following mistakes:

1. An apathetic approach to writing your résumé. Don’t let your apathy show in the quality of your product, which shouts, “I’m not into writing a résumé because I’ve got better things to do.” This results in typos, spelling errors, and grammatical mistakes.

This sentiment comes across loud and clear from people who feel this way. They resent having to write a résumé and would prefer others to do it for them. Do not rely on others to write your résumé; it’s your responsibility.

Note: if you simply can’t write your own résumé, be sure that you hire someone who will take adequate time to interview you and get to know what you’ve accomplished in your career.

2. Your résumé is a tome. It’s a five-page document consisting of every duty you performed within the past 25-years; and it’s so dense that the person reading it puts it in the “don’t read” pile simply because it’s nearly impossible to read.

I recently glanced at a résumé that resembled what I’ve just described. I made no false pretense and simply put it down after two seconds saying, “I can’t read this.” My customer nodded with understanding.

3. And it’s hard to read. Make your résumé easy to read by writing short paragraphs, no more than three or four lines. Shorter paragraphs allow the reader to grasp important information easier. I’m also a fan of using bold text to make words for phrases stand out.

Remember that recruiters take approximately 6-10 seconds to glance at your résumé to determine if they will read the rest of it. Thus your résumé must grab their attention quickly. Make sure they see the accomplishments within those six seconds.

4. It lacks accomplishments. I know, you’ve heard this a thousand times. But it’s worth repeating because you want to stand out from the rest. Recruiters and employers relate to quantified results with dollars, numbers, and percentages. Many people mistakenly think accomplishments should only be highlighted in the Experience section or under Career Highlights.

One or two of your accomplishments should be stated in the Performance Profile. Develop processes that improve operations and result in double-digit revenue growth.”  A statement like this is meant to grab the reader’s attention. This assertion must then be backed up in the Experience section with explicit examples and dollar amounts.

5. It includes clichés or unsubstantiated adaptive skills. The rule is to show rather than tell. Yes, you may be innovative; but what makes you innovative? Did you develop a program for inner-city youth that promoted a cooperative environment, reducing violent crime by 50%? If so, state it in your profile as such.

Recruiters and hiring managers can see fluff a mile away. They’re turned off by words like “dynamic,” “results-oriented,” “Outstanding,” “driven,” and other clichés.

6. Failing to show recruiters and employers what you’ll do for them. Recruiters and employers don’t want to know what you did; they want to know what you can do. You’re probably thinking, “If my work history is in the past. That’s what I did. How do I show employers what I can do?”

It’s what we in the field call prioritizing your statements, or targeting your résumé to each company to which you apply. In other words, illustrate how your qualifications and accomplishments match the employers’ requirements in order of importance.

7. You don’t know what recruiters and employers want. Many people don’t take the time to dissect the job ad to discover the most important skills and experience the employer wants to see on your résumé. If the ad is skimpy, go to the company’s career section on its website.

Better yet, if you know someone at the company or know someone who knows someone at the company, call him/her and ask more about the position. LinkedIn is a great tool for finding influential people at companies. The bottom line is that you can’t write a targeted résumé if you don’t understand the requirements of the job.

8. You lack keywords and phrases. As CareerBuilder.com points out, keywords are the skills applicant tracking systems (ATS) search for to determine if your résumé will be the first of many to be read by recruiters and employers.

Your branding headline, much like the headline on your LinkedIn profile, is the first place on your résumé where you’ll utilize keywords. Then you will make sure they’re peppered throughout the rest of your résumé.

9. Your resume isn’t smart phone friendly. For you Millennials this should be no problem, as you go nowhere without your iPhone or Android. (I’m the same way, even as a Boomer.)

The job search is increasingly used more on the go, rather than at a computer, so your résumé (stored in Dropbox) must be legible to recruiters and hiring managers. Recruiters and HMs want your résumé fast, so don’t disappoint them.

10. You apply for a job for which you’re not qualified. I know the urge to find a job, any job, is great; but don’t waste the time of a recruiter, employer, and you by applying for a job for which you’re not qualified.

You may think there’s an inkling of hope that you’ll get an interview. But if you have only five of the 10 requirements necessary to do the job, there really is no hope. And this can be determined within the first 10 seconds of reading the résumé.

A woman in HR recently related this story to me, “I received a résumé in a USPS photo envelope (heavy duty mailer) certified mail.  The résumé is on lovely cream-colored card stock, beautifully formatted. The problem, she is applying for the Assistant Town Accountant position and for the last 10 years she has been a dog groomer.”


These are but 10 faux pas you must avoid if you want to write a powerful résumé that is enjoyable to read and gets you a spot in the hot seat. Once you’re at the interview, you’re one step closer to a job offer.

Photo: Flickr, ssunnymorgann

Six ways to sell a Millennial with your job description

Guest post by Jennifer King

In this excellent article, Jennifer talks about the need for better job descriptions.

Most job descriptions are awful. They make the hiring company sound boring. They make the work sound tedious. And they all sound pretty much the same, citing the need for a “self-starter” who is a “team player” and whatnot.

“Most job descriptions don’t even reference a person. There’s no ‘him/her,’ ‘you,’ or ‘us.’ They must be hiring a robot, I suppose.” — Keesha Galindo, director of HR for Moolala

This could be a real problem for employers when they try to hire Generation Y Millennials (read: not robots)–people like me. Read more.

Recruiters and staffing agencies say your soft skills are important too

Based on two recent blogs I read on LinkedIn Today (a great feature), recruiters and staffing agencies are not only concerned about job candidates’ hard skills; they’re also concerned about their soft skills. And this makes sense. Who would want to hire a dud who brings the operation down with his attitude? Jon Prete, “Who would you hire: Charlie or Ashton? It’s all about attitude!” and Jeff Haden, “The 5 Biggest Hiring Mistakes,” both emphasize the importance of hiring someone who will be a good fit.

This said, how should you prepare for the job search with this in mind? Here are five areas of your job search to focus on.

1)       Be the round peg for the round hole: “The outstanding salesman with the incredible track record of generating business and terrorizing admin and support staff won’t immediately play well in your sandbox just because you hired him,” writes Haden.

Let’s face it; if you’re difficult to work for, you have one strike against you already. Look at yourself long and hard and determine what areas in your personality you might improve. Also determine in which work environments you feel most comfortable. If you’re a demanding person with little tolerance, you might consider an atmosphere with other demanding people…where you can’t terrorize other people.

2)      Show it on paper: Many jobseekers say writing about their soft skills on their résumé and in their cover letter is irrelevant. This is bunk, especially with your cover letter. I don’t suggest that you use clichés like, “hard worker,” “team player,” “dynamic.” I suggest you illustrate these traits through your accomplishments. Show rather than tell.

A Manufacturing Manager who has a team-work approach and leadership skills might write: Consistently met production deadlines through collaboration with colleagues in various departments and providing effective leadership to (formerly) unmotivated subordinates. Result: Products were shipped to customers with a 97% return rate.

3)      Talk about your soft skills while you’re networking: “I hate bragging at networking events,” I’m constantly told. “Nobody wants to hear about my personal qualities.” Yes they do. If someone is going to recommend you to a solid contact, wouldn’t you like to be assured that she will tell him that you loved what you were doing; you were a positive influence on you co-workers? Demonstrate your enthusiasm while you’re networking, whether at events or on the sidelines of your daughter’s soccer game. Instead of saying, “I’m innovative”; say, “I came up with ideas that were often implemented and led to significant cost savings.”

4)      Of course demonstrating your soft skills at the interview is important: This goes without saying. Interviewers today are using behavioral questions to find the people with the right attitude. “If crafted properly,” states Prete, “behavioral questions can provide a glimpse into a candidate’s decision-making process as well as their values. [Leadership Development Advisor, Beth Armknecht Miller] believes that a great majority of employees fail in a company because their soft skills and values don’t match those of their manager and company.”

Unlike the résumé where you have limited space, the interview provides you the platform to tell your stories using the STAR (situation, task, action, result) formula. You may be asked about your ability to effectively discipline subordinates. “Tell me about a time when you were effective in disciplining an employee. How did this help the employee perform better?” Have a story ready.

5)      Seal the deal: The interview is not concluded until you’ve sent a follow-up letter, I tell my workshop attendees. This is another opportunity to emphasize your strong personality skills, making you a better fit for the position than other applicants. Many jobseekers fail to send a thank you note, and some don’t get the job for that reason.

A former customer recently wrote me, “The HR person really liked my hand-written thank-you note; said it was rare.” The message here is that you can stand out as a courteous, professional, and follow-through type of candidate simply by sending a thank-you note.

Jobseekers generally think that recruiters and staffing agencies care only about the technical skills. (After all, recruiters can’t present a zebra with orange stripes to their client when a zebra with black stripes is called for.) But two recruiters are telling you that employers want a great personality fit, as well. Take their advice and sell yourself as an all-around employee from the very beginning.