Darcel Sirine Resume December 14, 2015 04:16:16
Negativity toward previous employers: Honestly, I never thought I would be adding this deadly sin to the list, as I have, in all my years of experience as a recruiter, never witnessed this until just recently. However, I was so shocked when I received a resume where a prospective candidate showed their previous employer in a negative light, that I knew that I never wanted to see this again! This candidate chose to list their reasons for leaving each of their previous positions. This is not a problem, and, in fact, can be quite helpful and save some time during the interview process (as recruiters are going to ask those questions anyway). It was the candidate’s reason for leaving his last job that floored me! He stated that the reason that he left his last job was because his previous employer was unethical, made bad decisions, and treated their employees horribly. Talk about bad press for that company! There is no way a recruiter would take the time to interview a candidate who has the potential of ruining a company’s reputation. After all, if he spoke so poorly about his previous company, what is he going to say about his next company?
Professional resume writers, often with good intentions, can create resumes that make interviews difficult, uncomfortable, and sometimes even defensive. Lacking the participation that is needed to make a resume personal, the hired writer will resort to superlatives and overstatements. Imagine being interviewed based upon a resume that that makes statements about you that you don’t even believe to be true. How do you respond to interview questions that arise from these statements? It is far better to be confident in the language that is used to describe you, and readily able to respond to any questions about your resume. This statement was written by a professional resume writer who was overzealous in his desire to help a client obtain employment: ”Exploited the power of system tools including scandisk and defrag to counteract performance issues in machines.” How would you answer interview questions about such a statement? Would you be comfortable to glorify such a simple task? Does it really offer a clear picture of the prospective employee, or does it cloud that picture?
Let me share with you a tip related to your technical skills summary based on my review of resumes over the years. After I check the list of skills, my next step is to look further in the resume to identify the specific jobs where that skill was used and determine how much experience a candidate has with the skill. The point is that listing the skill is simply not enough. Truthfully, I’ve found that most candidates never mention the technical skill anywhere else other than in the skill listing. In these cases, I will assume they really don’t have experience with that skill and are just listing it to catch my eye. Therefore, follow through and ensure that the skills you list are also spelled out in your job experience write-ups. Never assume that a resume reviewer will know that you did x, y, or z. More often than not, they do not make those assumptions or they could even be non-technical staff who are just following a checklist to screen the resumes. So, remember, that if an employer lists a technical skill on the IT job posting or ad, make sure it is on your resume in both your technical skills list and experience write-up.
While this is certainly not an exhaustive list of ’do’s’ and ’don’ts’, the items discussed below capture key factors responsible for early resume rejection. Brevity – A concise resume is a good resume, and will earn early brownie points from the reviewer, while an overly long resume will have the opposite effect. If a reviewer has to go actively looking for key information, you will have already received your first black mark. If you can comfortably capture information in a single page, then do so. Even if you are highly experienced, try to keep the number of pages to a minimum. Recruiters are time sensitive and will penalise unnecessarily long resumes accordingly.
After years of working in the executive staffing and recruiting industry, collaborating with countless hiring managers and human resource administrators across various industries, I acquired a thorough understanding of what these individuals were looking for in potential job candidates. I began to see patterns, consistencies, universal tendencies, and I began to see just how important a good resume really is. As a point of fact, hiring managers only spend around 15 seconds perusing over a new resume and they are really only looking for a couple of things when they do. They’re on autopilot, for the most part. They want to know: 1) Who have you worked for? 2) Have you had steady employment? 3) What notable achievements and recognitions have you had throughout your career? 4) What do you have to offer which will meet with their specific needs? An effective resume will answer those questions with a minimal amount of effort and, as with any effective marketing tool, it will also leave the reader wanting to know more. You want to give them just enough info to prompt them into action. That’s when they pick up the phone and call you for an interview!
Stephen’s resume tells a story. It works as a well placed introduction that describes him in his entirety – his character, interests, and skills. What story does your resume convey? What does it say about your past, present, and future? A good resume does not come easily. It must be crafted over time and from all of the right perspectives. Put together all of the right pieces, including a pinch of this and a dash of that, to show the individual and make the resume interesting to read. Consider who you really are and how best to personalize your resume and properly position technology, projects, and value. Capture the sense of yourself that conjures up an image of you as a whole person.