My dad never understood how I could review a hundred résumés in under 20 minutes. Some candidates had more than 20 years of experience, and dad thought it was disrespectful to eliminate them from the candidate pool based on such a quick glance at their credentials. He would say, “People spend hours writing these things and you just fly through them like they’re business cards. Show them some respect.”
In an earlier column I mentioned that a research company studied the habits of professional recruiters and determined that they spend less than 30 seconds reviewing each résumé. That’s not a typo. The average is less than 30 seconds per résumé. Granted, a hiring manager who fills one or two positions a year will spend more time than a professional recruiter, but I assure you that hiring managers do not read every line of every résumé.
If résumés get so little attention, then why should you spend hours writing and re-writing yours? Here’s the unpopular truth: If your résumé doesn’t make it through the initial screening process, then your chances of getting called in for a personal interview are zero. So, a great résumé doesn’t mean you will get hired, but a poor résumé can close the door and you’ll never get the opportunity for a face-to-face interview. Résumés and applications are important. They deserve your utmost attention.
Let’s start with online applications — I hate them, but they’re a necessary evil. Companies must keep accurate records to satisfy compliance requirements, and electronic records are the most efficient way to get it done. To make the task more efficient I encourage you to keep a written record of all your hire dates, years you graduated and all those boring details. Your objective is to make this a clerical task of transferring the information from your written record into the online application. As frustrating as this task may be, it’s important to be accurate and to complete whatever is required. Shortcuts or inaccuracies may jeopardize your chances of getting through the screening process.
There are dozens of different formats for résumés, so which one is best? The challenge is to find the best format for your individual circumstances. If you have five years of experience your resume should look significantly different than someone with 25 years. That being said, there are some universal principles you should follow.
• Keep it to one page. Remember you’re trying to sell the sizzle, not the steak.
• Use a font style and type size that are easy to read. We’re looking for substance, not style.
• Be specific when describing your responsibilities and skills.
• Whenever possible use measurable outcomes. Increased sales by 10 percent, or reduced expenses by 15 percent.
• Describe skills that are directly applicable to the job. They are looking for people who are the best fit for the job.
• Think of your résumé like a billboard. You are trying to grab someone’s attention within the first 10 seconds. Make it easy to read.
• Use your network and share your résumé with someone who has hiring experience. Ask for candid feedback to make your résumé even better.
• Check and double-check for spelling errors. We were recruiting for a position in public relations and one-third of the résumés had spelling errors. They were immediately eliminated from the candidate pool. You don’t get a second chance to make a first impression.
Even with today’s technology, résumés are still important. People can pass it along as an email attachment but leaving a hard copy of a résumé on someone’s desk is still effective. A handwritten thank you note has not lost its glamor.
Get on the Internet and do your homework. Choose a résumé style that is effective for your individual circumstances. You should have a core résumé that can be revised and easily adapted to specific jobs. The people doing the screening are looking for individuals who are the best fit for the job based on skills and experience.
Invest the time and effort to write a great résumé today so that it’s something that will require only minor revisions and updates for the next 25 years. The day will come when résumés will become obsolete, but for the immediate future it’s a project that deserves your attention to detail.
Kaminski is president of Stone Associates Training. He is an HR consultant with 35 years of experience in the employment field, teaching managers the art of hiring great employees. He also is an adjunct instructor at Keuka College. You can contact him with your questions, suggestions and comments at bill@stoneassociatestraining.com.
