Tag Archives: resume

Do spelling errors and typos matter? According to more than 7,050 voters, not so much

I’ve found that my spelling errors and errant typos have gotten increasingly worse over the years. Is it because most platforms have spellcheck and alert me to my mistakes, thus making me lazy? I hope it’s the technology and not my waning memory.

Photo by Liza Summer on Pexels.com

Do you find yourself misspelling words and making silly typos? If you do, you know how it feels to see them on the screen after you’ve published your posts or articles for the whole world to see. It might be cause for you to stop writing all together. Don’t let your mistakes get to you. You’re not going to be judged as harshly as you think.

A poll I conducted on LinkedIn surprisingly resulted in a mere 12% of voters who are intolerant of spelling errors and typos. The remaining 88% will allow a few or more mistakes in people’s writing. In fact, 55% of voters answered yes to, “Hey, everyone is human,” meaning that more than three is acceptable.

For the majority of voters who don’t expect perfection might imply that content is the key. A few or more mistakes can be overlooked. Another message I derived from the poll is that it depends on where the mistakes are made. For example, resumes and cover letters must be devoid of spelling errors and typos.

Not on resumes and LinkedIn profiles

Good resume writers are careful to deliver flawless products to their clients. Case in point, Erin Kennedy writes: “Well, as a writer I am probably the hardest on myself–but I’m hard on my staff as well. Our job is to write for other people so mistakes aren’t an option. In other jobs, it may not be as important.”

TIINA JARVET PEREIRA concurs: “It’s important to have a resume that looks clear and is without typos. In my job as a Headhunter I would ask the candidate to correct the typos before passing the resume to the Hiring Manager. It gives a better first impression.”

The strongest argument comes from Wendy Schoen, who writes: “I believe that your resume reflects your character. If you do not take the time to make sure that the product (the temporary stand-in for YOU) is fantastic, what am I, the hiring entity to think of the “real” you? Of course, in the long run it does depend somewhat on the industry, but my feelings as a recruiter transcend the industry.

“Take that extra moment and have someone else proof your product before unleashing it on the world…

BTW, it isn’t just misspellings. It is also the improper use of “s” and “‘s” after numbers on a resume that turn me off.”

And for those who write their own resumes, they should carefully proofread them. In fact, job candidates should have others review their resumes and cover letters. We know that once we miss a mistake two or three times, forget about noticing them. But others will.

Okay in articles and posts?

My insecurities began to arise as I re-read some of my articles and noticed said mistakes. Grammar isn’t as much of a problem, but spelling and punctuation errors spring up like dandelions; no doubt a matter of not proofreading or having someone do it for me before sending my content live.

Erica Reckamp assuages my insecurities, writing: “Ideally, if it’s public-facing or client-facing, our content would be subjected to another round of edits, but posts/blogs are understood to be fairly free-form and it is my impression people would rather have timely, raw content than ‘airbrushed’ content.” (Read the rest of her comment below.)

You might think this is a simple topic, perhaps one that only English teachers would appreciate. Au contraire. At this point in the poll–with four days left–8,011 people have voted and 444 of them have commented.

Let’s not forget grammar

You can be the best speller in the world, but if your grammar sucks, you’ll lose your audience very quickly. Verb tense, punctuation, point of view, nouns, pronouns, adjectives, verbs, adverbs, propositions, conjunctions; am I leaving something out? There’s just too much to remember.

Victoria Ipri didn’t forget grammar: “I fall somewhere between the 1st and 2nd choices. It’s not only spelling that is a problem, it’s grammar too. I’m not the grammar police, but do feel when the writing is for a professional or business document (from resumes to blogs), those who lack spelling or grammar skills should consider tapping a proofreader. (By the way, I own a shirt that says ‘I’m silently correcting your grammar.’) 😨

The fact is that sucky grammar can be more of a turnoff than poor spelling and typos. I’ve read books that contained mistakes but were so compelling that I glossed over spelling errors and typos. Thanks for bringing this up, Victoria.

There were so many excellent comments. Let’s look at some of the standout ones.


Chris Hogg: “You say, ‘I wonder if this makes me less credible as a writer.’

“I don’t think it does, but it does indicate that you need to take more time before hitting the send key.

“Why not write an article, post, resume, whatever, and let it sit for a day or two while working on the next one, and build up a small backlog that you can proof before rushing to publication.

“Also, there is a ‘rule’ in writing/publishing that once a gremlin gets into our stuff, it’s almost impossible to get it (or them) out. This is why editors and proofreaders have jobs, because they can see what we cannot.”

Ed Han (He/Him): “I competed in spelling bees and was an English major.

For me it depends on the medium, *if it’s a medium that doesn’t have built-in spell check*. Most modern web browsers do, as does every major mobile phone. So ignoring the red squiggly line on those platforms is potentially problematic to me.

Otherwise? We’re all human, and being a jerk about this stuff–or really any stuff–isn’t my idea of good networking.

🔹 Angela Watts 🔹: “It really depends on the role for me.

“If the person will be involved in developing corporate communications, I’m going to need to see a pattern of mostly flawless writing. If the individual is C-level and will be communicating directly with top tier partners, investors or customers then there is a need for error-less writing (which may be achieved by having others proofread it first). If accuracy is a critical element of a role (like in an Accountant position), typos could indicate deficiency in this skill.

“Presentation matters, but perfection does not. We should strive to write well and give ourselves (and others) grace when we make mistakes.”

Erica Reckamp: “Communication is the goal and content outweighs polish, in my opinion. If the errors obfuscate meaning (alternate word or wrong URL) or perpetuate more errors (candidate scripts with errors), then it’s more of a concern. If they’re little glitches, most readers will gloss right over them.

“Ideally, if it’s public-facing or client-facing, our content would be subjected to another round of edits, but posts/blogs are understood to be fairly free-form and it is my impression people would rather have timely, raw content than ‘airbrushed’ content.

“As a former editor, I’ve had my fair share of contacts apologize profusely for a typo. They assume we’re out for blood, but even in books released through major publishing houses, you can find 4 errors per page if you know the style sheet. We get it the best we can in time for release, so the ideas shine through! Then you just have to let it go until the next round of edits”!

Kevin D. Turner: “Passion, Caring and Knowledge Sharing to me Bob is the most important components of writing that I’ll read. You always deliver all of that. A bit of spelling or grammar issue I will forgive to get to the right valued message, especially in this global world. That being said I write and can’t read between my own mistakes, too hot and too close to the subject, so I’ve started to use a few tools to double check before posting.”

MARY FAIN BRANDT: “As someone who has dyslexia, I often overlook spelling errors, even though I know how to spell.

“Just the other day, I was proofreading an social post, which I had read 3 times and I caught another typo.

“What’s worse is that when I was younger, I had dyslexia of the mouth, I would change the order of words or letters and not realize it. one time I asked my mom if we could get fable mudge cake mix…3 times in a row.”

Paula Christensen: “I’m surprised by the 12% (so far) one error and done votes. I suspect with the current low unemployment rate and hiring difficulties that many more errors are being accepted. My personal view- everyone makes mistakes so a few less egregious errors are okay, more than three may signify the candidate didn’t take the time to present professionally.”

6 steps to take before and after you’ve applied online

You might not want to hear this, but research is the key to success before and after you’ve applied online. It would be great if you could send an application to the company of your dreams; get a call from HR to invite you to an interview, the only one you’ll have; and be offered the job. But that’s not how it works these days.

Most people, about 60% based on multiple surveys I’ve conducted during my webinars, only apply online. And probably many of them sit and wait for the phone to ring. These are the people who are in for a lengthy job search.

But it doesn’t have to be this way if you are applying online. There is work you’ll need to do in order to be successful. Six steps to be exact.

Before applying online

1. Understand the most important skills for the position

You see a job on LinkedIn.com for a Senior Marketing Manager, Website, Amazon Advertising. It’s right down your ally. You’ve been a marketing manager for more than five years and, before that, a marketing specialist. However, there are certain qualifications you must meet to be considered for an interview.

The job of which I speak was advertised two weeks from this writing. First things first, to get an interview for this position, a job candidate must satisfy 6 Basic Qualifications. This means if you can’t meet these requirements, you don’t get an interview, no matter what.

You don’t believe me; watch Amy Miller’s YouTube video that explains how she rejected a candidate who didn’t meet the BQs.

Aside from the 6 Basic Qualifications you also have to show you meet Amazon’s 7 Responsibilities/Requirements. It doesn’t end there. Amazon has Preferred Qualifications which are the least important but, nonetheless relevant. These are the three list of requirements you need to meet.

2. Research the position

Most of the questions asked during the interview will be about the position at hand. Therefore it’s important to research it extensively; at least two hours is advised. Going back to understanding the basic, specific, and preferred requirements, highlight what you consider to be the most important requirements.

Sarah Johnston, an executive career coach, writes:

“If you have the job description- you have a cheat sheet to prepare for your interview. Always read through the entire job description as it provides the pain points of the role and specific qualifications that the hiring company is looking for.

Understanding the companies pain points or problems, like Sarah says, is essential to getting a leg up on the competition. Many job candidates don’t consider how they’ll be the solution to a company’s problems, but you’ll be the difference maker.

3. Write a targeted resume

I tell my clients that in order to pass the applicant tracking system (ATS) process, they must write resumes that contain the required skills for the job at hand. The ATS has recently been referred to as a file cabinet that stores resumes until hiring authorities need to call them up by using a Boolean search.

Other important characteristics of your resume must, at the very least, include:

  • Brand a candidate with a value proposition or headline. This is a two-line statement that includes the title from a job add and below that some areas of expertise.
  • Contain accomplishment statements with quantified results. Agreed, not always possible to quantify results with #s, $s, and %s but they have more bite to them.
  • Be as long as warranted, all within 15 years. If you have all accomplishments, your resume can be as long as three pages. Acceptation to the 15-year rule would executive-level job seekers.
  • Be readable with paragraphs no longer than 3 or 4 lines. No one likes to read 10-line paragraphs. Shorter ones are more digestible.

It’s also important that your resume must pass the person/people reading it. Hiring authorities are people, after all, so you must satisfy them with a well-written resume that speaks to their needs.

Note: It’s not all about writing a resume that passes the ATS process. Virginia Franco, Executive Storyteller, Résumé & LinkedIn Writer, writes:

Because applicant tracking systems (ATSs) are so inundated with résumés, increasingly more people are recognizing the wisdom of throwing their hat in the ring via alternative channels that include a focus on networking and getting in the door through referrals.

After applying online

4. Research the company

The simplest way to research the company is to visit its website and peruse it for many hours. Being a marketing manager, you realize the the information on the company’s website is marketing material. In other words, it’s smoke and mirrors.

So dig deeper. Scour the company’s site for press releases and annual reports. Be prepared to talk about the good and the bad and the ugly. I tell my clients a question you should be able to answer is, “What are some of our company’s problems?” Really.

Network

To know more about the company’s pain points talk with someone who works for the company. In the case of Amazon, you’re in luck. One of your neighbors works there, and he is willing to reveal some problems under anonymity.

The neighbor reveals two things you weren’t able to ascertain about the company’s pain points. Even though you read press releases and annual reports, motivation among the staff is low and there’s a need for more snappy material. This is great intel, as you will use it to modify some of your answers to the questions if need be.

5. Use LinkedIn to research interviewers

If your reaction to this step is, “But I’m not on LinkedIn,” get on LinkedIn. This is where roughly 90% of hiring authorities are searching for talent, including the people interviewing you.

Given that the recruiter informed you of the four people who would be interviewing you, you can look them up on LinkedIn either by names or titles. Let’s say the recruiter told you the hiring manager, HR director, the VP, and the CFO will be present in the interview; but didn’t give you their the names. Take the following steps:

Go to the company > click on the number of people who are on LinkedIn > go to All Filters > type in their titles in the keyword field. Voila, you have the names of the people who will be interviewing you. No read their profiles carefully and see if there are any commonalities. This can make for good fodder in the interview.

Why do I want to research the interviewers, you ask? It’s nice to know what commonalities you have with them and how to mention them in the interview. Let’s say you and the CFO went to the same university or like hiking. Bazinga, great fodder for conversation.

6. Prepare for the interview

Sarah Johnston offers great advice on how to prepare for the interview based on the job ad:

What should you do with this information? Prepare a talking point for each skill mentioned. Make sure you always include RESULTS. Look for how the success of the role will be measured.

“For example, if it mentions that you will need to deliver results in client adoption and engagement and account retention, prepare STAR (situation, task, action, results) stories that speak to this. Invest the time to critically think through job description. This will allow you to share your experience in a way that matches or connects with the role.”

Adrienne Tom, Executive Writer and Career Coach, emphasizes the need to practice answering interview questions you predict will be asked.

While it may feel a little silly to speak to yourself on camera, recording practice of your most compelling answers will help you see what’s working and what could use a little tweaking. While it may feel a little silly to speak to yourself on camera, recording practice of your most compelling answers will help you see what’s working and what could use a little tweaking. 


Now you’ve made it to the interview by following the steps above. This was done with minimal networking. Am I saying don’t network? Quite the contrary; networking is a more effective way to land a job. But, if you’re going to apply online, don’t simply sit by the phone waiting for the employer to call. Take action.

Photo by Tima Miroshnichenko on Pexels.com

To bold or not bold text on your resume and LinkedIn profile: 63% of voters opt for bold text

I’ve been a proponent for a long time of writing some of the text on job-search documents (resume and LinkedIn profile) in bold. I stress some of your text, not all of it. Because to bold all the text would diminish the impact of your sentences. It would be like having too much frosting on a cake.

I’m not alone in my preference for bold text. A poll I recently conducted says that 63% of voters favor using bold text on their resume. This poll garnered 4,564 votes, so we could say this is a valid case study. Some of the comments are listed below.

To be clear, I’m not talking about just the documents headings or your titles. I’m talking about select text to which you want to draw the reader’s attention. Text you want their eyes to settle on like:

𝗦𝗮𝘃𝗲𝗱 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 $𝟭𝟬𝟬,𝟬𝟬𝟬 over the course of 2 years by bringing social media campaign in house; revamped the campaign while 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗮 𝘁𝗲𝗮𝗺 𝗼𝗻 𝗮 𝗹𝗶𝗺𝗶𝘁𝗲𝗱 𝗯𝘂𝗱𝗴𝗲𝘁.

This is important for one obvious reason. It’s said that hiring authorities take six to 10 seconds to glance at your resume after it has been stored and accessed from the applicant tracking system.

This will help hiring authorities to capture important text on your resume within the six to 10 seconds and decide whether it goes in the “must read pile” or the “don’t read pile.”

Do you think recruiters and HR will take minutes reviewing your resume when they first receive it? No, the lives of these people who hold your future in their hands is hectic to say the least. Some recruiters say they spend most of their days reading resumes to determine if people like you will advance to the next round.

When it comes to your LinkedIn profile, bold text also draws readers’ attention to important points you want to make. I use bold text in my Headline and About section.

Example: 👊 I’m on the front-line fighting 𝗧𝗵𝗲 𝗚𝗼𝗼𝗱 𝗙𝗶𝗴𝗵𝘁 for job seekers. For a little emphasis, I use the fist emoji; something you wouldn’t do on your resume. If you’re wondering how to employ bold text on your LinkedIn profile, here’s a site I use: https://lingojam.com/BoldTextGenerator.

This brings us to another reason to use bold text on your documents; it helps to highlight important information, particularly information relevant to the job ad. It reminds the reader of the major requirements, if you will.

The naysayers to bold text on their resume and LinkedIn profile think it’s nontraditional, just like using sans-serif font in nontraditional. Here’s some news for those people; if you’re using Times New Roman, you’re dating yourself. Perhaps there will be a time when not using bold text will be nontraditional.

Let’s read what others feel about using bold text.


Kevin D. Turner: If 𝗯𝗼𝗹𝗱 is used, IMO it must be sparingly, perhaps to highlight a few of the really big achievements, Bob, otherwise it can get a bit messy and if almost everything is 𝗯𝗼𝗹𝗱, there is then no emphasis.

Tejal Wagadia (She/Her): I don’t particularly like bolding. It takes my eyes away from what I am looking for. If I have downloaded resume that has bolding I will remove that formatting.

I have seen it done well a few times but most of the times it’s random bolding with no rhyme or reason!

Bernadette Pawlik: If a client who comes to me as a #CareerSTrategist wants to know how to use bolding, my advice is based upon 25 years of evaluating resumes as a career recruiter. Having evaluated thousands of resumes, what makes it resume instantly easier to consider first is being able to find what I needed: Name, Experience, Education. Bold those in all caps.

Then, after that I look for chronology, so employers, bold those but not in all caps. Then, I read the rest. I see resumes that are bolded in mid-sentence to accentuate an accomplishment.

Accomplishments should go in bullet points. Donna Svei, Executive Resume Writer who also has extensive recruiting experience has some great samples of resumes on her website which show how to use bolding, color, and italics…and I’ve spoken to Donna and we have no affiliate relationship..but her resumes make finding what recruiters/employers need to find wonderfully clear.

Erica Reckamp: Strategic bold, bullets, and shading allow key elements to pop off the page for stronger reader response and retention.

Stand out as a top candidate by highlighting your headline (demonstrate clear target and alignment), keyword bank and job titles (establish candidacy), and key phrases in accomplishments (preferably results: # s, $s, %s).

LAURA SMITH-PROULX: Bold text in a resume works very well, but only IF you limit it to notable career stories and IF you avoid drawing attention to items you’d rather not emphasize.

I see resumes all the time that apply bold text to “unfortunate” facts in a work history, such as dates that make you look like a job hopper. Go ahead and apply bold, but think carefully about the message you’re sending when doing so.

Sarah Johnston: The goal of the resume is to make it easy for the end user to consume your story. Design elements such as bolding, shading, and call out boxes (used sparingly) make the resume easier to read. Resume writers are also trained to use design to “trick the eyes” to read what we want the target audience to read.

Ed Han (He/Him): Absolutely yes on my own and I counsel the same to draw emphasis to proper nouns, names, brands, technologies (in IT), or anything else salient.

I also use them to call out hyperlinks, which I use incessantly for schools, former employers, trade associations, certifying bodies, etc.

The vast majority of resume reading takes place on a screen: optimize for this reality.

Adrienne Tom: Bolded text can help key content pop off the page. The important thing to remember is to only highlight top/best/relevant information and details. Be strategic with what you bold in a resume. Too much bolded text will cause key points to blend together again.

Angela Watts: As a screener, I’m drawn to read bolded text, even when doing an initial skim. If used well, it can encourage a reader to digest compelling content they may otherwise have missed.

Donna Svei: Bold narrative text jerks the reader’s attention around the resume in a graceless fashion, says “this is the only information in this document that matters,” and begs the reader to look at it. Thus, it signals desperation and lack of confidence in your story and story telling ability.

Story telling is a key leadership skill. If you want a leadership role, don’t use this awkward device on your resume.

It’s the LinkedIn profile over the resume by a landslide: 3,338 voters decide

Like a lopsided political race, this one is a landslide. I’m talking about a LinkedIn poll asking 3,338 voters to chose between keeping either their resume or LinkedIn profile. Which one wins by 72%? Why, the LinkedIn profile, of course. I’m not at all surprised by the result.

What I find interesting is that the voters opting for the profile seem to have forgotten that the resume is where it all starts; it’s the foundation of your LinkedIn profile. No one writes their LinkedIn profile and then their resume. No one has their profile written for them and then the resume.

It comes as no surprise

So why is the profile the favorite of the two? In three words: “It’s all that.” Let’s face it, the profile is more exciting. It’s, dare I say it, sexier. Your heart flutters a bit when you see a great background image and professional photo respectively.

There’s also the Featured feature, where you can see one’s video, audio, documents, and links to a blog. LinkedIn has improved this feature in both look and functionality. With just one click, you’re brought to a LinkedIn member’s website, audio, SlideShare, or document.

You’ll find none of this on your resume. The photo is the exception but only for certain occupations and foreign country.

Another attribute that barely makes it on your resume is personality. The point I make about your resume being the foundation of your profile is true. However, once you’ve laid down the foundation, you need to personalize it with first-person point of view. Call it your personal resume.

In an article I wrote that is still streaming out there, I point out the differences between the LinkedIn profile and the resume. Here are some sections/features the resume lacks:

Photos and background image, already mentioned, are major differences that are being utilized by increasingly more LinkedIn users. Rarely will we see the light blue (whatever it’s called) default background image.

Same goes for the ugly light-grey avatar. Increasingly more LinkedIn users have professional photos or, at least, selfies (a no no) to be more recognizable, trusted, and liked. There still are some LinkedIn users who don’t get it, but LinkedIn isn’t for everyone.

Activity brings you to other peoples’ contributions on LinkedIn. They deliver you from a LinkedIn users’ profile to all their activity, articles (a dying breed), posts, and documents (what?). To me, this is where one shows their mettle; are they engaging with their network?

Skills & Endorsements and Recommendations I lump together because LinkedIn does—they’re located at the bottom of a profile. Endorsements are bling in most peoples’ minds, but the skills are what recruiters use to search for you.

Recommendations have lost the respect it had in the last decade. Which is a shame. If truthfully written, they can add a great deal to a job seeker’s candidacy. Recommendations used to be considered one of LinkedIn most valued features. Now it’s buried at the bottom.

In defense of your resume

In addition to your resume being the foundation of your profile—your profile shouldn’t be your resume—it serves a very special purpose, which is it’s required for a job search. I’m hearing the groans from the peanut gallery. “Networking will get you further in the search then your resume.”

This might be true, but the majority of the time you’ll have to submit a well-written resume even if you land the opportunity for an interview via networking.

Another key factor—and most resume writers will tell you—is your resume has to be tailored to each job for which you apply. There are two reasons for this. First, it has to get past the applicant tracking system (ATS). Second, it has to prove to the reader that you’re qualified f

A professionally written resume is a work of art. Having read thousands and written hundreds of resumes, I know the feeling of reading one that makes your head hurt. Many job seekers throw their resume together without thinking about five major considerations:

  • Length: too long, too short. There’s no solid rule on length but, generally speaking, it should not exceed the number of warranted pages. What warrants a resume longer than one or two pages? This is mentioned next.
  • Value add: means relevant accomplishments rule over mundane duties. The more accomplishments, the better chance you have of getting to an interview. Have you increased revenue, save cost, improved productivity, etc.?
  • Readability: three- to four-line paragraphs are the limit. A resume with ten-line paragraphs will be thrown in the proverbial circular file cabinet. Who wants to read a dense resume after reading 25 of them?
  • Fluff: “dynamic,” “results-oriented,” “team player,” are but a few of hundreds of cliches making the rounds out there. Stay with action verbs and do away with adjectives.
  • Branding: means your resume is congruent with your overall message of the value you’ll deliver to employers. This message needs to be delivered throughout your document.

The final point

I’m not foolish enough to believe that all things were equal in this poll. Those who voted for the LinkedIn profile are probably gainfully employed and have no use for their resume at this point. I voted for the profile because I benefit from it far more than my resume.

The question I ask myself if I were unemployed, could I rely on my LinkedIn profile alone to land me an interview? My course of action would be to take a more proactive approach and network before and during applying online.

Another consideration is how consistent is my profile with my resume. I believe that other than it being more personal and telling a better story, my profile is consistent with my resume. No surprises there. Final decision: I choose my profile over my resume.

The ultimate comparison of the résumé and LinkedIn profile: a look at 12 areas

Occasionally I’m asked which I prefer writing or reviewing, a résumé or LinkedIn profile. To use a tired cliché, it’s like comparing apples and oranges. The first fact we have to realize is that each has its own purpose.

Reading a Resume

The second fact is that, although the résumé and LinkedIn profile are trying to accomplish the same goal, show your value; they are different in many ways. One of my pet peeves is looking at a copy and paste of the résumé to the profile. It’s just plain wrong, and you’ll see why as you read this article.

LinkedIn Logo longPurpose of each document

Résumé

Your résumé is most likely the first document hiring authorities will see, so your value-add must make an immediate impact. If not, your chances of getting interviews are very slim.

You will send your résumé in response to a specific job. As such, it must be tailored to each job and contain keywords. Failing to do this will adversely impact your résumé’s chance of getting past the applicant tracking system (ATS).

Lastly, you use push technology with your résumé; therefore far fewer hiring authorities will see it.

LinkedIn profile

Your consistent message of value-add demonstrated through your résumé carries over to your LinkedIn profile. Your profile is NOT focused on a specific job; it is static and more general.

Most likely you’ll have a résumé constructed before you build your profile. Therefore, the stronger your résumé, the easier to build your LinkedIn profile.

You rely on pull technology with your profile, as hiring authorities find you by entering your title, areas of expertise, and location if relevant.

Comparing the two

I’ve broken down the sections of the résumé and LinkedIn profile to compare them side-by-side.  It’s easier to see the differences this way. As mentioned earlier, it’s similar to comparing apples and oranges.

Note: Sections 1 through 6 are those which both documents possess. Further down this article are sections the LinkedIn profile has and most likely the résumé doesn’t.


1. Headline

Résumé: A headline tells potential hiring authorities your title and a line below it your areas of expertise and perhaps a two-word accomplishment (Cost Savings) in approximately 10 words.

It is tailored to the job at hand, like most sections on your résumé. Most executive-level résumés have a headline.

LinkedIn profile: Similar to your résumé, a headline will tell hiring authorities your title as well as your major strengths. It is more general and includes more areas of expertise.

One benefit I see with the profile headline is it allows more characters to work with than the résumé. You have a little over 200 characters or slightly more than 35 words. If you want to include a short branding statement, this could be a nice touch.


2. Summary/About

Résumé: The résumé’s Summary sometimes gets overlooked in a hiring authority’s rush to get to the Employment section. The key to grabbing their attention is creating  accomplishment-rich verbiage, such as:

Operations manager who consistently reduces companies’ costs through implementing lean practices.

There are two other points I emphasize with my clients. The first is that the Summary should not exceed 110 words or three lines; the shorter the better. The second is there should be no fluff or clichés included in it. Instead of using adjectives, employ action verbs that do a better job of showing rather than telling.

LinkedIn profile: Your profile’s About section will differ from your résumé’s Summary for a number of reasons.

  1. It allows you to tell a story that can include the, Why and What, Who, and How. In other words, why are you passionate about what you do, who you do it for, and how you do it.
  2. Similar to your résumé’s Summary, you should list accomplishments that immediately speak to your greatness.
  3. Your About section is written in first- or third-person point of view, giving it more of a personal feel than your résumé’s Summary.
  4. It is significantly longer. You’re allowed approximately 2,600 characters to work with, which I suggest you use, providing it adds value to your profile.
  5. Finally, you can highlight rich media such as video, audio, documents, and PowerPoint presentations in the Featured area.

Read this article that describes how to craft a kick-ass About section.


3. Core Competencies/Key Skills

Résumé: Here’s where you list the core competencies or key skills for the position you’re pursuing. These skills are specific to the position for which you’re applying. You can also include skills that might be tiebreakers. Nine to 12 skills are appropriate for this section.

LinkedIn profile: This section is located further down your profile; whereas it’s typically placed under the Summary on your résumé. However, I wanted to discuss this out of order, as this is the closest section to Core Competencies.

List your outstanding technical and transferable skills in the Skills and Endorsements section, which is similar to the Core Competency section on your résumé, with a few major differences:

  1. You can be endorsed for your skills. There is debate as to the validity of endorsements, but they can be legit if the endorser has evidence of the endorsee’s skills.
  2. You are given up to 50 skills to list. I suggest listing skills that are related to your occupation.
  3. When applying through Easy Apply in LinkedIn Jobs, they are one criterion by which your candidacy is measured.

4. Experience

Résumé: Job-specific accomplishments effectively send a consistent message of your value. While a show of your former/current responsibilities might seem impressive, accomplishments speak volumes. Provide quantified results in the form of numbers, dollars, and percentages.

Good: Increased productivity by implementing a customer relations management (CRM) system.

Better: Increased productivity 58% by initiating and implementing – 2 weeks before the deadline – a customer relations management (CRM) system. 

LinkedIn profile: Your Employment section will be briefer than your résumé’s, highlighting just the outstanding accomplishments from each job. Another approach is to copy what’s on your résumé to your profile, but that lacks creativity.

I also point out to my clients that they can personalize their LinkedIn profile’s Experience section, which is not commonly done with their résumé. One approach is to write your job summary or mission in first-person point of view. Following is an example from Austin Belcak:

I teach people how to use unconventional strategies to land jobs they love in today’s market (without connections, without traditional “experience,” and without applying online).

My strategies have been featured in Forbes, Business Insider, Inc., Fast Company, and more. My students have landed interviews and offers at Google, Microsoft, Amazon, Apple, Facebook, Twitter, Uber, Deloitte, Accenture, ESPN and more.

Read this article on 5 reasons why you shouldn’t ignore your LinkedIn profile Experience section.


5. Licenses & Certifications

Résumé: This section is usually named Training and if there are any certifications or licenses earned, they are mentioned here. I suggest that my clients list them above Education, as hiring authorities’ eyes typically go to the bottom of the last page to find Education. In some cases, especially with teachers, Certifications are listed at the top of the résumé.

LinkedIn profile: LinkedIn doesn’t see the placement of Licenses & Certifications as I do. On your profile they are placed below Education. This is not the point, though. One might wonder why this section even exists, as it is buried in the bowels of your profile.

6. Volunteerism

Résumé: I include this section because it’s a good idea to list your volunteerism, as it shows your willingness to help the community and demonstrates that you’re developing new skills. If you’re volunteering in your area of expertise extensively—20 hours—include it in your Experience section.

LinkedIn profile: This is a place for you to shine, in my humble opinion. The experience you list on your profile can be as serious and strategic as what you have on your résumé; however, you can also be playful. For example, two of my volunteer experiences are about coaching soccer and basketball.


7. Education

Résumé: Typically the résumé’s Education section consists of the institution, location, years of attendance (optional), degree, and area of study or major. You can include a designation such as Magna Cum Laude. Here is an example of how your education should be written.

University of Massachusetts, Lowell, MA
Bachelor of Science, Mechanical Engineering, Magna Cum Laude

LinkedIn profile: Many people neglect this section, choosing to simply list the information they would on their résumé. This is a shame, as LinkedIn gives you the opportunity to further support your brand by telling the story of your educational experience.

Take Mary who completed her bachelor’s degree while working full-time—a major accomplishment in itself. If she wants to show off her work ethic and time management skills, she might write a description like this:

University of Massachusetts, Lowell, MA
Bachelor of Science, Mechanical Engineering, Magna Cum Laude

While working full time at Company A, I attended accelerated classes at night for four years (two years less than typically expected). I also participated as an instructor in an online tutoring program, helping first-year students with their engineering classes. I found this to be extremely rewarding.

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Sections more likely on your profile than your résumé

The following areas are most likely not going to be on your résumé; although, they’re not entirely out of the question. For instance, you might have a Volunteer Experience on your résumé, especially if your volunteerism is pertinent to your career objective.

8. Photo and background images

These two images are the first to brand you on your LinkedIn profile. They are what truly separate the profile from the résumé.

Résumé: A photo is not likely unless you are in acting, modeling, or perhaps real estate. I have never seen anything close to a background image on a résumé. However, graphics are common for graphic artists and other creative occupations.

LinkedIn Profile: The photo and the background image are a must for the profile. Discussing the profile photo with my clients is somewhat touchy, as the average age is 55. You know where I’m going with this.

Here’s the thing: without a photo, you will come across as unmemorable, untrusted, and unliked. What’s most important is that your photo is topical, current, and high quality. I’ve seen photos of older workers that make their profile pop.

The background image, if done well, can demonstrate your industry or personal interest. LinkedIn allows you 1,584 x 396 pixels in size.


9. Articles and Activity

Résumé: Nonexistent. Your Hobbies and Activities section would be the closest match, but there’s very little information included in this area compared to the LinkedIn profile.

LinkedIn profile: Because LinkedIn is an interactive platform, your articles and activity will be shown on your profile. This is something I pay a great deal of attention to when critiquing a client’s profile. I like to see that they’ve at least been active four times a week.


10. Featured

Résumé: Nonexistent, primarily because this section requires access to links and downloads. Some job seekers will list a URL to their website, which is appropriate for people in the creative fields.

LinkedIn profile: This…feature…is not new; it’s just been enhanced. It previously had no name, but with the update, LinkedIn probably felt it needed to be named, as it wasn’t getting a great deal of play. As such, Featured no longer requires multiple clicks to get to the media you’re showing off.

What can you show off? You can provide links to video through YouTube and other sources; audio through podcasts and other recordings; PowerPoint presentations; documents; links to documents and your books. It’s a pretty cool feature, but is it being used to its capacity?

11. Recommendations

Résumé: Nonexistent, nor should they be included with your résumé. You might bring them to an interview as part of your portfolio, but to send them with your résumé just gives hiring authorities more verbiage to read.

LinkedIn profile: Where to begin? In short, one of the most important sections to be designated to the…you guessed it, bowels of the profile. What a gem these are in terms of branding you. Not only can you show hiring authorities how highly you’re regarded by people with whom you worked; you can write recommendations for your employees.

Read 5 reasons why LinkedIn recommendations should get more respect to get a clearer picture of how I feel about their treatment.

12. Accomplishments

Lastly we arrive at accomplishments, where so many great nuggets are hidden on your profile which could be included on your Résumé.

Résumé: Do you have a section on your résumé designated to outstanding projects? If you do, most likely it’s at the top just below your Summary section. It makes good sense if you want to highlight some of your greatest career accomplishments. Perhaps you have patents and publications listed on your résumé.

LinkedIn profile: Well, you can include the aforementioned and more; but in order for hiring authorities to see them, they’d have to be curious or you’d have to direct them to your Accomplishment section. I tell my clients to provide such instructions in the About section.

Write something in your About section to this effect: “If you would like to see how I raised 2MM in revenue for one company, scroll to the bottom of my profile where the project is listed in my Accomplishment section.”

Read How to direct visitors to LinkedIn Accomplishment section.

To further make my case, one of my dear connections was interviewed by Aljazeera America for his photography of homeless people and models in NYC. Naturally he has it listed as a project in this section. I had to write to him and advise that he include it as rich media in his About section. Here is the link to his awesome video.


Lastly…for real.

If you’ve read this far, I salute you. I would love to hear your feedback on this article, as well as know which you favor, the résumé or LinkedIn profile. By the tone of this article, I guess you know which one I fancy.

The Summary is the loser out of 3 resume sections. More than 2,000 people have voted

Would you have guessed that out of three resume sections—Skills, Summary, and Education—the Summary is the least necessary? I wouldn’t have. So much has been written on how to write the Summary, how to brand yourself, keep it brief, and show your value to employers.

More than 2,000 people responded to a poll conducted on 6/29—2,236 to be exact—and 46% feel the Summary would be the one to go if given the choice between the three sections. The runner up is Education at 35% and the last chosen to be eliminated, the Skills/Core Competencies at 19%.

People of various occupations commented on their choice. They ranged from recruiters, HR, hiring managers, resume writers, career coaches, and job seekers. The people who voted ran the gamut and many of them left comments, some of which are listed below.

Why the Experience sections wasn’t included in the poll

It seems obvious why Experience wasn’t included as a choice of sections to excluded from a resume. After all, isn’t that where you tout what you’ve accomplished or at least outstanding duties you’ve performed, what employers are most interested in? Pretty much.

If there’s one argument for choosing Experience as least necessary, it would be if the job seeker is a recent grad and their most important section is Education. Even so, most college grads have some work experience during the summer or through internships. This was not a poll option.

Skills/Core Competencies win

I was surprised that Skills/Core Competencies was, in the minds of the voters, the more important of the three sections. Only 19% of voters chose to hack it from the resume if they had to.

Austin Belcak, founder of Cultivated Culture, agrees: “To me it’s the Core Competencies section, Bob. Simply dropping in a skill with no other context provides zero value to the reader.” He uses Data Analysis as an example of how the skill can be misconstrued between two candidates’ resumes.

Biron Clarke, founder at CareerSideKick.com, makes a good point about using skills within the Experience section: “I think you could work around having no Skills section, like Austin said. It’s more convincing to demonstrate your skills in your work experience section, anyway. (Via bullet points showing how you used each skill, etc.)”

Adrienne Tom, founder of Career Impressions, is another one who would eliminate the Skills section, albeit reluctantly: “As always, for me it depends. It depends on both the person and their application avenue. Some job seekers can share some really impactful details in a Summary to hook-and-grab a human reader. Others may need the Skills section or Education section to help with online applications. If I had to pick, I’d be okay with removing a dedicated Skills section and then weaving the skills into actual resume content.

Education comes in second

Education was a tough one for people to cut from the resume. For some, their education means a great deal to them. They attended a top-notch university and want to tout their achievement of completing their degree.

But how relevant is your education unless it is absolutely required for you to secure a position? A teacher at any level comes to mind. But many feel that it’s your experience that really matters, not the fact that you have a Bachelor’s.

Cynthia Pong, JD (she/her) puts it well: “Education would be on the chopping block for me. Where someone went to school can be a factor of many considerations – financial aid, geography, life circumstances – that have nothing to do with whether or not someone can do a particular job well.”

All too often I come across job seekers who are at the top of their game but can’t check off the education box and, therefore, aren’t offered an interview. Is this a way for HR to disqualify candidates from consideration? Perhaps. However, ask most hiring managers if they’d consider someone with experience but sans degree, they’ll take the former.

Summary would be the section to go

And the winner…or the loser is the Summary. This would be the first section to go. There are some well-respected executive resume writers who have said the Summary is no longer necessary. Some believe they add no value to the document, mainly because they’re poorly written.

Ed Han is a recruiter, and he agrees: “All things being equal: I consider the Summary least useful. There I said it. Most job seekers write their own resumes, and the ugly truth is that there’s a really good reason there are professionals who do make a living writing resumes. Many resumes are just not written particularly well, with the worst cases being little more than an excuse for keyword stuffing.”

Another career development pundit, Ed Lawrence, speaks of second-hand information: “I chose ‘Summary’ for this reason—a recruiter once told me he skipped the Summary section because it basically says we are all the best thing since sliced bread. If not for that, I would still be agonizing over Education versus Summary.”

But in defense of the Summary, this is a section of your resume that can clearly display your value statement and what you can deliver to the employer. As long as it’s brief and contains no cliches, I see the Summary as a necessary component of the resume. If done well it can capture the attention of the reader.

The problem with the Summary is that candidates treat it as a place to stick the sparkling words that ring hollow. We’re talking about words like “results-oriented,” “dynamic,” “outstanding,” etc. When someone leads with words like these, I lose all desire to read the rest of the resume.

Have we arrived again at the debate, “Is the Summary dead”? I hope not. I think a well-written Summary can be a great section in which to state your proposed value to the employer, as long as it’s brief, tailored to the position, and contains an accomplishment or two.


The people have spoken

When more than 2,000 people vote, we have a poll. As I said earlier, some of the most knowledgeable resume writers and reviewers have weighed in. Many of them gave excellent reasons for deleting one of the three sections. Some couldn’t choose, or didn’t want to. The fact is that all the three sections are required given most situations, if not all.

Does résumé length matter? A poll and 13 career authorities who say it does

As I was reviewing a client’s résumé, the first thing that stuck me was its length. It was four pages long. It’s not that I’m opposed to a four-page résumé. As I’ve said in the past, “If you have the goods, length doesn’t matter.” And I’m sure many resume writers would agree.

Page length was not my only focus. I also harped on the “so what?” factor. For each action I asked him, “What was the impact of your actions on the organization?” Did he save time, increase participation, improve processes, et cetera? Sure enough, there were some significant impacts.

By the time we were done, his résumé was a healthy three-pager. Are you thinking that three pages is too long? I don’t blame you for thinking that. Based on a poll I created on LinkedIn, the majority of people think a three-page résumé is too long. Who said the debate of resume length is dead?

The 1,007 people who took the poll certainly have an opinion.

The poll question was, “How many pages should a résumé be for someone with more than 5 years of stellar employment experience?” The possible answers were: “one page,” “two pages,” or “two or more pages.”

The clear winner was two pages, garnering 62% of the vote. One page came in a distant second place with 27%, and two or more pages came in last with 11%. I guess I lost big time; I voted for two pages or more. But as I’ve said, “If you have the goods, length doesn’t matter.” To a point.

Note: I also clarify by saying the work history must be within 15-years. You don’t want to go back 30- or 40-years in your work history and, thereby, produce a seven-page résumé or, more to the point, information that isn’t relevant and might reveal your age.


Here are some of the comments people posted with the poll. I hope no one takes umbrage with me for posting their thoughts. Of the 65 comments, I’ve chosen some of the ones that stood out.

Aiming for one page is a good exercise in writing in a targeted way and concisely. However, for many professionals who need a straightforward résumé to convey their qualifications for an area of expertise, 2 pages is sufficient and helpful. And, every once in a while, a 3-page résumé is warranted. (I feel the “boo” coming at me from some people in typing that statement.)

Rachel Akers

Bob McIntosh, CPRW, I completely ditto Rachel Akers. I rarely write a one-page résumé for someone with significant experience. As a recruiter, I always felt like I didn’t have enough info on a candidate for my hiring manager when there was only a one-page résumé. It left way too many questions.

Ashley Watkins

I completely agree with you, Rachel Akers and Bob. Résumé length is different for different people. For many, 2 pages are sufficient, but for some, the content may extend to 3 pages. My executive-level clients often need more, but the content is always strategically selected with the audience top of mind. Ask and answer: “does this detail matter to THIS audience?” If not, remove it.

Adrienne Tom

Agreed. I hate rules when it comes to page length, Bob McIntosh. Each person is different and has different types of experiences. We can’t box someone in with one page just because they have five-years experience. Some of the college/new grads I work with gained so much work experience in and immediately after college that it really breaks the one-page “rule”.

Erin Kennedy

It’s funny, one of the most frequently asked questions of Recruiters is about resume length. I think the answer is: It depends on how much experience you have. For a new grad, one page might be sufficient. For someone who has been in the workforce for years, 2+ pages is fine. Contrary to popular belief, Recruiters and hiring managers want to see details. Also, if we see a candidate that we like, we won’t be counting resume pages!

Cynthia Wright

I concur on page length in terms of capturing the right information, with the caveat to look at who is hiring you. A VP of Operations is likely to be hired by a COO, who is typically focused on details and may prefer multiple pages. Investors, on the other hand, want to see your ROI front and center. A CTO résumé need not take 4+ pages, as that individual will be hired by a non-technical executive. Ensuring the audience gets what they need is critical – and I always look at audience first.

Laura Smith-Proulx

I think it depends. No hiring manager dives into a stack of résumés thinking “Okay let’s find a good one-page résumé person to hire” or “Let’s find someone with the best 2-page résumé to hire”. It just doesn’t work like that. Some people are better off with a 1-page résumé. Some people will sell themselves better with a 2-page résumé. I think it shouldn’t be any longer than necessary, though If you can fit everything that’s relevant/important on one page, then do it.

Biron Clark

This one is a sort of depends answer. I can see a really good résumé for someone with five years’ experience be one page if all the information is very focused on a specifically targeted role. Generally, I would say two pages are okay if the content justifies it.

Shelley Piedmont

In my opinion the length of relevant experience, skills, education, etc are all factors. Generally 1-2 pages is good. I do not believe we should eliminate relevant content on a résumé for the sake of brevity, nor should we ‘fluff’ a résumé to reach two pages. Let the experience and goal drive the résumé.

Scott Gardner

I have operated in this field for many years. I believe you need 2 or 3 pages if you want a 60K Plus job. If you are working in retail. You only need 1 page. If you are Business Professional looking to Market yourself, you need a résumé that is detailed, has main keywords,and is attractive to the reader. I think that 2 Pages is sufficient. Three pages may be overdoing it.

David Dueh Chied III

Biron Clark, depending on the company, and the bandwidth of the recruiter, there just isn’t enough time to really review a complete résumé as it is — let alone make time to read multiple pages. In the end, the goal shouldn’t be to rely on your résumé being your ticket to hire, so don’t obsess over adding in everything.

Robert Liedtka, PHR

“Forcing the situation” to make all the information fit in only 1 page won’t really help the candidate in most of the cases.

2 pages is “normally” a good length to balance the most relevant information and its distribution in a nice way.

I normally think twice about going to the 3rd page – and try only to do it if all the information presented is really relevant and directly related to the next career goals, avoiding really old work experience in different areas, courses done +10 years ago, etc.

Juliana Rabbi

As a recruiter, I think it is short-sighted to hold by old rules. Rather than be constrained by page length, I like to see candidates use space effectively. If you are a seasoned professional – and have a ton of accomplishments that can’t be well articulated in less than 2 pages – then feel free to add that extra page. However, the real lesson is to use the space wisely and ensure you are listing accomplishments (as opposed to just job duties) in a succinct and impactful way.

Heather Spiegel

There you have it; opinions vary on how long a résumé should be. The majority of our experts feel that a two-page résumé is warranted, maybe even a three-pager, but there are some who prefer the one-page résumé due to time constraints. The résumé-length debate hasn’t died.

If you’re curious what some recruiters have to say about the topic, visit this conversations on Recruiters Online Facebook group. Many of them say 10 years is sufficient.

25 activities to make your life and job search easier during COVID-19

Tempers are starting to run high in our household. When we were first quarantined about three weeks ago, life went surprisingly well. Think about it; even the most congruent families will start to feel like caged tigers after awhile. Well, our time just arrived.

Yoga

I came home from a five-mile walk to hear the crashing of pots and pans. When I asked my wife what was wrong, she said the pans weren’t cleaned properly. An outburst like this is not common in our household. Yes, the time of implosion has definitely arrived.

In an article from Psychology Today, the author lays out the psychological symptoms of social distancing and being quarantined:

Perhaps you’re experiencing some of these symptoms or all of them—especially if you’re working from home for the first time, homeschooling your kids on top of this; on furlough; or unemployed.

For whichever reason it is, you didn’t choose the situation you’re in. But you realize you can’t let yourself and family members become angry at the slightest drop of the hat. You have to reduce the anxiety and possible depression you’re experiencing.

For me a daily four- to five-mile walk does the job. It gets me going in the morning before settling down in my chair, which is my office, to conduct the work I have to do. My wife enjoys cooking better meals than what I produced as well as taking walks with one of her friends.

We also love talking with our two daughters and parents—who are within driving distance but self-quarantined—via Facetime, Zoom, or the phone. Here are some ways you can reduce the stress in your life.

Ways for everyone to make self-quarantine more bearable

Stop using your treadmill as a coat hanger. You’ve been looking at that thing for years wondering why you’re not using it. Now’s the chance to use it if you don’t have anywhere to walk.

Catch up on old The Office episodes. This is one of my favorite shows, especially the seasons starring Steve Carell as Michael Scott. I also recommend Ozark on Netflix or Luther on Amazon Prime.

Search through your bookshelf. I don’t understand why people, like a colleague of mine, re-reads books. That’s not me. Maybe you’re a re-reader.

Start that puzzle you purchased at the beginning of the pandemic. My wife bought one that has yet to be assembled. Maybe we’ll get to it. Maybe.

Stay in touch with family. One of the things I love doing is talking with Mom during my walks. As mentioned earlier, my wife and I Zoom and Facetime with the girls. It’s the next best thing to being there.

Tell your spouse you’re taking a walk. A long walk. You need to get away from your kids if you’re home-schooling them. That’s okay. Take turns; don’t do it by yourself.

Gas up the minivan. We called it forced family fun (FFF) when the kids were younger. We’d corral them in the van and tell them we were going for a ride. Of course they’d want to know where we were going. The answer was, “You’ll find out when we get there.”

Bake a cake. Or brownies, apple crisp, cookies, or whatever strikes your fancy. Our son who is home from university was exposed to baking. It didn’t take.

Take yoga online. My daughter has taken a liking to watch and perform yoga exercises. I tell her it looks too painful for me. This video with Yoga with Adriene has close to 3.5 million views.

Take a hike. For the more adventurous people, find an area that isn’t heavily populated—maintain social distancing—and enjoy nature while you’re walking ascending trails and climbing rocky terrain. Just don’t fall.

Break open a great bottle of wine. You have the right to relax. How you decide to do it is up to you. After the kids have gone to bed, take the moment for yourself and your loved one.

Ways for job seekers to utilize this time

Look at this time of self-quarantine as an opportunity to ramp up your job search. Despite the hit our economy has taken, it is going to rebound and employers will need to fill positions that employers were originally going to.

Note: for other great advice, check out a post that is heating up.

Develop a wellness strategy. Sabrina Woods advises job seekers to create “more calm and enhance productivity by:

  • Creating and following a schedule every day.
  • Paying attention to how much news/media you consume, as these will impact your state of mind.
  • Staying connected with friends and family (set up phone and video chat dates).”

Take on a project. A valued connection of mine, Sarah Johnston, writes that she’s painting old furniture as a way to take control of the chaos we’re experiencing. Take your mind off the job search by doing something that is cathartic.

Take inventory. My valued colleague, Maureen McCann advises to “research what you have to offer the market.” She created a great video summarizing how to do this. Check it out.

Read books relevant to your job search. Jim Peacock, another valued connection, is always peddling books and even writes reviews. Or read some fiction to take your mind off your search.

Join a free or inexpensive virtual program. Speaking of learning, Edward Lawrence suggests joining virtual trainings which are inexpensive or free through the Massachusetts Council on Aging, The Professional Development Collaborative of Boston, or MassHire in Massachusetts.

Now’s a great time to update your résumé and LinkedIn Profile. My connection Susan Joyce advises taking this time to finetune your LinkedIn profile. She suggests, among others, that you focus on your problem, actions, results (PARs) to write accomplishments.

Grow your LinkedIn campaign. People who I’ve coached know that I’m a staunch advocate for building one’s like-minded network and then engaging with them. Great opportunities arise from LinkedIn.

Networking must go on. I wrote an article that talks about how I run job club meetings via Zoom. We jokingly call ourselves the Brady Bunch, but it’s all serious business. Mark Babbit suggests reaching out to mentors and former colleagues via video platforms.

Be proactive and reach out to recruiters. They have time on their hands and any recruiter worth their weight in salt will welcome new connections that fit their industry. More importantly, recruiters are hiring for certain industries; maybe yours.

Be prepared for video interviews. “Practice zoom interviewing, use zoom to grab informational meetings, get very comfortable in front of the lens, it’s going to be more prevalent than ever, says Andy Foote. He offers some tips which you can read in the post.

Talking about being prepared; know your story: Gina Riley advises job seekers to get an understanding of employers’ pain points and be able to explain through your stories who you can solve them.

Attend virtual events. Do you want to take a deep dive into networking? Brenda Meller suggests attending virtual professional association events and gives as examples some events she’d attend: Detroit Together Digital, American Marketing Association, or Troy Chamber of Commerce

Take online courses. This suggestion comes from my valued connection Paula Christensen. If you’re not taking advantage of LinkedIn’s free Premium upgrade, do it. You can take advantage of LinkedIn Learning.

Take care of yourself. Vincent Phamvan says it well: “Spend some of your time on activities outside of your job search. Spend time with family, take walks, try to eat healthy meals. This will keep you mentally fit and ready to rock your upcoming interviews.”

Back away from high expectations. This one comes from Patricia Harding, and I thought it was so insightful that I’ll allow her to say it: “I think it’s also ok to back away from high expectations of yourself (and others) and slow down and do nothing now and then.”

Read what many other career-search pundits have to way about the job search in this COVID-19 time.

Photo: Flickr, Timothy George

Hot résumé trends for 2020: what the experts say

A decade has ended and now a new one is upon us, so what will 2020 bring in terms of résumé trends?

resume woman with coffee

One thing is for sure; if you plan to submit the same tired résumé for all positions, your chances of success will hover around zero percent.

Another well-known fact is that your résumé must demonstrate your value.

Some résumé trends will stay the same as they did in 2019; whereas others will change, or at least be reinforced.

Advice from 5 résumé experts

To discover which résumé trends you should follow in 2020, I asked five renowned résumé writers their thoughts on this topic. Each of them offers valuable advice from being aware of applicant tracking systems (ATSs) to ensuring your document expresses value to demonstrating emotional intelligence (EQ).

Virginia Franco: leverage alternate channels  

Virginia Franco, Executive Storyteller, Résumé & LinkedIn Writer, believes getting your résumé to decision makers (networking) will be key to your success in 2020, so the look of your résumé must pack a punch,

Virginia writes:

Because applicant tracking systems (ATSs) are so inundated with résumés, increasingly more people are recognizing the wisdom of throwing their hat in the ring via alternative channels that include a focus on networking and getting in the door through referrals.

As a result, it will be more important than ever in 2020 to write your résumé first and foremost for human beings.

This means embracing design elements that can range from the use of color, shading, and/or bold to draw the reader’s eye where you’d like it go – to even a graph, chart, or box with some standout text to illustrate a point you are making elsewhere in the body of the résumé (I’ve used them to convey a snapshot of powerful sales stats or even call out a compelling recommendation).

Because at some point in the hiring process you may have to submit online, your résumé should also aim to be ATS compatible. This means ensuring that any point you make via a text box, chart or graph appears elsewhere in your document – as ATS can’t read it otherwise.

More about Virginia: Virginia’s LinkedIn Profile, Virginia’s website, and Virginia’s articles in Job-Hunt.


Donna Svei: be mobile friendly  

Donna Svei, Executive Résumé Writer, says that hiring authorities will read your résumé on devices like your mobile phone. She also emphasizes that your résumé must be ready at the drop of a hat, not that you’re necessarily looking.

Here’s what Donna has to say:

When I think about résumé best practices, I ask myself, “What will make my clients stand out to hiring managers and recruiters?”

A big trend impacting all content consumption, résumés included, is the practice of using mobile devices as people’s preferred reading platforms.

Thus, your résumé needs to be easy to read on a phone. Send your résumé to yourself, open the file, and make sure you can easily read it. Check for:

  1. White space.
  2. A font suited to being read on a mobile phone, such as Calibri.

Adequate font size. I like 11-point.

Technology has made the traditional job search with a beginning, middle, and an end outmoded. The opportunity now comes from people you know, recruiters who constantly scrape databases looking for viable candidates, and alerts that tell you about openings for your dream jobs the moment they become available.

Because of this, I see more careerists preparing their résumés just to be ready. They aren’t looking but they want to be able to take their best shot when the big one comes along. That’s your competition. Be at the head of the pack, not limping into the mix with your newly updated résumé while the best-prepared candidates wrap up their interviews.

Résumé trends change slowly, even generationally. Regardless of your age, be a person who knows the trends and uses them to make the best presentation of themselves.

More about Donna: Donna’s LinkedIn Profile and Donna’s website.


Laura Smith-Proulx: be brief but powerful  

Laura Smith-Proulx, Executive Resume and LinkedIn Writer, emphasizes value, readability, and branding as important components of your resume.

Read what Laura has to say:

To keep pace with ever-shorter attention spans, résumés must prove their value to employers in 2020. Rather than dense paragraphs describing your work style, your résumé needs quantifiable results, a potent mix of keywords to satisfy ATSs, and powerful branding statements relevant to employers.

In 2020, brevity will be an important factor in capturing attention from your résumé. Branding headlines, which are simply statements encapsulating your value, can help cut excess verbiage.

For example, a paragraph on your technical sales skills could be replaced with “165% Annual Growth and 45% Profit Increase From AI Sales Techniques” – packing keywords, metrics, and technologies into a single sentence.

ATSs continue to be an important factor for résumés in 2020, especially if you’re applying to job postings. For example, a Revenue Officer résumé should mention contract negotiations and team direction, and if you’re seeking IT jobs, the résumé must reference emerging technologies and business collaboration.

There’s a plethora of tools such as Wordle or TagCrowd to parse job descriptions for keywords. Think of your résumé as a website that needs SEO strategies to be found, and you’ll get the idea.

A résumé with no quantifiable metrics is likely to be ignored in 2020. By putting figures to the cost savings, budgets managed, speed of implementation, market share growth, revenue produced, products launched, or profit generated from your actions, you’ll increase the chances of landing an interview. Be sure to align these stories with what the employer is seeking.

More about Laura Smith-Proulx: Laura’s LinkedIn Profile, Laura’s website, and Laura’s articles in Job-Hunt.


Adrienne Tom: share your career narrative  

Adrienne Tom, Executive Résumé Writer, LinkedIn Profile Writer, and Job Search Coach, encourages job candidates to apply stories to their résumés. Use SMART statements, she advises.

Read further to find out what Adrienne has to say about SMART statements:

2019 taught us about the importance of building and sharing a powerful career narrative. As we transition into 2020, I see career storytelling continuing to play a heavy hand in the creation of a modern résumé.

The reason for storytelling is simple. A flat file of facts does not compel résumé readers. Instead, employers wish to be engaged by meaningful content that summarizes relatable facts, applies authentic language, provides proof, and demonstrates a clear fit for the role.

To help craft your career story in 2020, share SMART statements in the résumé. Just like a SMART goal, a SMART statement is Specific, Measurable, Action-Oriented, Results-Oriented, and Time-Bound.

When delivered correctly, SMART statements help share and reinforce a career story –allowing for personalized detail that both differentiates and elevates. Also, all good stories have happy endings (or at the very least, wrap things up with a result). A modern résumé is no different.

Strengthen a career story with results-driven details. Align results with employer requirements for greater impact. Even better, lead with results as often as possible, reducing the risk of key facts becoming buried or overlooked.

An example of a SMART statement, that leads with rich results:

Generated over $600K in annual cost-savings and raised staff efficiency levels 65% after designing and implementing a global operational improvement plan across 3 countries with 6,000+ staff.

Ultimately, résumé strategy continues to evolve in the delivery of details. In 2020, ensure the résumé includes a variety of accomplishment statements, including SMART ones, to share your story better.

More about Adrienne Tom: Adrienne’s LinkedIn Profile and Adrienne’s website.


Erin Kennedy: demonstrate your soft skills and EQ  

Erin Kennedy, Executive Résumé and LinkedIn Profile Writer, says a résumé can show emotional quotient (EQ) better known as “soft skills.”

Erin offers:

During 2019, career professionals noticed a shift as corporations began seeking EQ from their executive candidates. In the past, these skills were considered fluff and a résumé no-no.

However, the dependence on technology and targeted specialties has caused a slight breakdown in communication skills leading companies to seek more “well-rounded” leaders.

Emotional intelligence is not something you can earn with a degree; rather it is part of your personality cluster. Are you adept at figuring out complex problems? Are you able to manage conflict?

Possessing strong EQ means you have self-awareness and the ability to understand your effect on others.

Corporations are looking for leaders with high EQ — if you don’t understand your own behavior and motivations, it becomes difficult to understand those who work for you. Displaying empathy and thoughtfulness rather than judgment increases productivity and solidifies loyalty.

So, how do you capture soft skills and EQ on a résumé while still showcasing numbers-focused accomplishments? The great thing is, they really go hand-in-hand. Easing soft skills or EQ onto your résumé can be as simple as:

Provide strategic and decisive leadership while collaborating effectively with fellow Board of Directors on a $23 million-dollar expansion.

Blending soft and hard skills together creates a much-sought-after candidate.

More about Erin Kennedy: Erin’s LinkedIn Profile, Erin’s website, and Erin’s articles on Job-Hunt.


The bottom line

If you’re writing your résumé for the first time or updating it, you will want to heed what these experts say about submitting the best document possible. This means:

  • Presenting a document that not only passes the ATS but also is appealing to the human eye.
  • Making sure your résumé is adaptable to all devices, including a Smart Phone, and is ready at all times.
  • Highlights your value and brand while also being easy to read.
  • Uses Smart Statements to craft a cohesive résumé.
  • Demonstrates your EQ.

If you accomplish all of this, your job search will be successful in 2020.

This article originally appeared on Job-Hunt.org.

Photo: Flickr, Fort Belvoir

Is it time to declutter your résumé? 10 items to consider

And comments from résumé authorities at the end of this article.

Recently one of my clients presented to me a seven-page résumé to critique. My first reaction was to see if there were duplicate documents. Nope, it was one résumé. Before I had a chance to speak, he said, “I know, it’s too long.” Too long was an understatement.

Reading a Resume

I’m not a proponent of limiting the number of résumé pages to one, or even two. But seven-pages is definitely overdoing it. There was what I refer to a lot of clutter on this résumé. To begin with, I noticed multiple duplicate duty statements; some of them were repeated verbatim. This résumé needed to be de-cluttered.

Now, I’m asking you what has to go when you declutter your résumé. Here are 10 items you should remove from your document before submitting it for a position.

1. Home address

There are two reasons why you shouldn’t include your home address on your résumé. The first is pretty obvious. We no longer communicate via snail mail. Hiring authorities will contact you with email, LinkedIn messaging, and even text.

The second reason is that you can exclude yourself from consideration if you live beyond what hiring authorities consider commuting distance. Years ago a recruiter was kind enough to review my client’s résumé for an opening. He looked at it for two seconds and said, “No good. She lives 50 miles from our company.” Case in point.

2. Fluff

My gag reflex kicks into gear when I read a Summary that begins with: “Dedicated, results-oriented, Sales Professional who works well as part of a team and independently….” There are so many violations with an opening like this.

The solution is obvious; stay clear of meaningless adjectives. The golden rule is show rather than tell. Try: Sales Manager who consistently outperforms projected sales growth by double figures. Collaborate with departments company-wide, ensuring customer satisfaction is achieved.

3. Graphics*

Graphics are cool. They add panache to your résumé, are visually appealing, and say a thousand words. However, the applicant tracking system (ATS) doesn’t digest them well*. For example, one of my clients used a graphic for his name. Stunning. But when we tried to look him up with Bullhorn, he didn’t appear in the database.

Graphic artists, web designers, photographers, and other artistic types rely on graphics to demonstrate their work. Business developers, marketers, salespersons, etc. feel numeric graphs make a strong point when expressing their accomplishments. The ATS will kick these out.

If you feel your résumé could benefit from graphics, the solution is to get your résumé in the hands of the hiring manager, which is a good policy anyway. Or if your résumé will be opened as an attachment, format your résumé to your heart’s content.

4. Objective statement

These words should be erased from your vocabulary. There is nothing redeeming about an Objective Statement. Most of them read: “Seeking an opportunity which provides growth, stability, and a rewarding opportunity.” Where in this Objective Statement is there mention of what the client brings to the employer?

Nowhere. That’s where. A Summary, on the other hand, does a better job of showing what value you’ll bring to the table. That’s, of course, when fluff is excluded from it and an accomplishment or two are included. If you’re wondering how your résumé tells the employer the job you’re seeking, simply write it above the Summary.

5. Duties

Everyone performs duties, but who does them better; that’s what employers are trying to determine. Take the following duties my aforementioned client showed me followed by my reactions in parentheses. Then read my suggested revisions below them.

Client’s duties

  • Responsible for terminating 40% of employees. (That’s unfortunate, but so what.)
  • Led meetings every week. (This is a given.)
  • Spearheaded the company’s first pay-for-service program. (Ditto.)
  • Developed a training program that proved to be successful. (How?)

Accomplishments

  • Surpassed productivity expectations 25% while reducing sales force by 40% due to budget restraints.
  • Increased sales 30% in Q4 2018 by spearheading the company’s first pay-for-service program. This garnered the Sales Department Award of Excellence.
  • Developed the company’s first training program which was adopted by other locations nationwide.

Notice how one of the duties of this sample were excluded from his résumé. It was irrelevant. He was reluctant to let go of other duties, but I told him fewer duties and more accomplishments are the way to go.

6. Death by bullets

Have you been told by recruiters that they want your résumé to consist of only bulleted statements? And have you read a two-page job ad that consists of only bullets? Do you get my point? Reading a résumé like this is mind-numbing. It is hard to differentiate the duties from the accomplishments.

A well-formatted résumé will have a three-to-four line Summary in paragraph format which shows value and promise of what you will deliver to the employer. Each position you’ve performed should have a Job Summary which is exactly that; it summarizes your overall responsibility for that job.

7. Killer paragraphs

The opposite of death by bullets is death by paragraphs. Some job seekers don’t understand that paragraphs—especially ones 10-lines long—are excruciating to read. So excruciating that hiring authorities will take one look at a paragraph laden résumé and file it in the circular filing cabinet.

My general rule is that a Summary in paragraph format should not exceed three-four lines. Similarly, a Job Scope or summary of a position should be brief. (If you’ve noticed, this article’s paragraphs don’t exceed four lines.)

8. Any positions beyond 15 years

Experts will agree that listing history beyond 10-15 years is a deal-breaker. There are two primary reasons for this. First, what you did before 15 years is probably irrelevant to what employers are looking for today. Software, hardware, procedures, licenses probably are considered ancient. Think DOS.

Another reason is ageism. Unfortunately there are stupid companies that discriminate against age. Hiring authorities can roughly estimate your age based on the years you have been in the workforce. Why rule yourself out of consideration immediately. Once you get to an interview, you can sell yourself based on the value older workers bring to employers.

9. Years you attended university

This is another way to date yourself and face possible discrimination. Hiring authorities don’t expect to see it on your résumé. The only exception would be if you graduated from university within the past four years.

10. References

I’ve seen a handful of résumés that included references. The reason why job seekers list their references is to include them in one document. By listing your references on your résumé, you 1) give employers authority to call them before an interview even begins, which might hurt you if your references say something negative; and 2) it lengthens your résumé.

In addition, References Available Upon Request is unnecessary.


By the end of our one-hour session, I was able to point out various items my client could remove from his résumé. I was also able to point out where he could write his duties as accomplishments, with quantified results.


Jessica Hernandez, owner of Great Resumes Fast, feels strongly about avoiding fluff and objective statements:

Fluff and objective statements are by far my two biggest résumé pet peeves. People just love to stack adjectives together when writing their summary, and objectives are focused on the job seeker and not the employer.

My advice is to scale back the adjective use and replace an objective statement or a generic career summary with a position title and snapshot that uses keywords, metrics, and hard skills. Don’t wait to sell them on what you’ve accomplished. Start mentioning it from the get-go.

Here’s what Rich Marsh, author and professional editor, has this to say about objective statements:

I often have to teach people that unless you’re straight from school with no work experience, you do not want an Objective Statement. The problem is that most folks I help haven’t looked for work in 15 years, and they used to use it back then.

I’ve had recruiters tell me that “An Objective Statement is the kiss of death.” That and putting “Cell:” or “c:” next to a phone number in your contact info. Both are signs that the candidate is “old.”

My valued LinkedIn connection, Candace Barr, Certified Résumé Writer, writes this about graphics:

While I do often add some small visual elements where/when appropriate, content is still king.  I see some beautiful, highly designed résumés that look amazing, but fail to tell a powerful story or quantify achievements.  It’s a fine balance to find – and another reason why working with an expert provides so much value. We do so much more than write documents. There is strategy and positioning behind each element of the résumé.

*My colleague and owner of Write Step Resumes, Ashley Watkins, says this about graphics:

As far as graphics, they’re actually fine for the ATS. The system will simply delete it. As long as the information you include on the graphic is listed elsewhere in the document, you should be okay.

Kate E. Williamson, Executive Resume Writer, warns against listing information in your Word header:

I see a lot of resumes that use headers and footers, specifically including name and contact info in the header. While this approach may seem like a great way to organize information, many ATS used by HR departments cannot extract info from headers and footers, which, in turn, causes issues in filing your resume into an HR database.

Photo: Flickr, Helen Greene