34 Times Recruiters Were Baffled By People’s Actual Resumes

When asked about the most common mistakes job seekers make, Greg Langstaff emphasised that it's not including specific details related to your personal accomplishments. "The last thing you want is a resume that looks like it just has a bunch of job descriptions on it. That only shows the employer "what we did" whereas by adding results and accomplishments, we show them that we're very good at the things they need us to do. The people who do add those accomplishments are the ones getting the interviews."

Another big mistake is jumping straight into the work experience, without any introduction. "Because recruiters and hiring managers take so little time to initially scan our resumes, we need to include "Professional Branding" at the top of our resume which could come in the form of giving ourselves a title (such as "Digital Marketing Expert"), a Professional Summary, an Areas of Expertise Section, or some Career Highlights."

Many employers these days also use resume parsing tools that scan every single application looking for specific keywords, skills, or timelines. They sort the resumes even before a real person has a chance to look through it. This means that if your resume is not easy to parse, it might get weeded out even if you suit all the requirements. So, gather all the keywords that are prominent in your field and make sure to put it in your application

When your resume finally reaches a recruiter, there are ways to make a good impression. For example, make sure that the language you’re using is not too boastful. According to a study published in 2016, recruiters prefer moderate self-promotion. That means stating that you’re good at something and you have relevant experience would do better than saying you’re excellent, the best they can find, and an ideal candidate. In fact, bragging too much can hurt your chances of getting a job, so keep your ego in check.

A tip that follows in a similar vein is tailoring your resume to the specific job you’re applying for. This might mean omitting irrelevant experience and highlighting achievements that bolster your chances to shine. You should also alter your title so it suits the job you’re applying. Addressing some of the specific requirements mentioned in the job posting can also be useful as well as updating your summary to fit the role better.

When it comes to the visual presentation of your resume, Langstaff has a few more tips. "Think about the visual presentation of your resume like you would with a major presentation you were delivering. The information that you're sharing is by far the most important part; however, if you don't make an effort to deliver that in a clear and professional format, people are going to struggle to take the information seriously. Great resume formatting can't get you a job, but bad formatting can cause you to miss out on one."

Depending on where you live, including a picture in your resume might be a must or a big no-no. In countries such as the US and the UK, including pictures goes against the strict anti-discrimination laws that aim to make hiring processes free from race, age, and gender profiling. The biases that come with presenting a picture were proven back in 1986 when a study concluded that people favor attractive candidates to the less attractive ones. That seemed to be the rule for any job, yet the pattern was especially prevalent when looking at customer-facing positions. 

However, one cannot erase discrimination simply by omitting a candidate’s picture; the subconscious biases rear their heads anyway. Take ageism as an example. British Sociological Association states that older applicants are three times less likely to get an interview than younger ones. Yet, surely if you omit the picture and the birth date, you’re back on the leveled playing field, right? Wrong. Two Belgian researchers analyzed the effects of subtle age cues when assessing resumes. They found that people with older-sounding names and dated hobbies were disadvantages during candidate reviews. 

Subtle cues of race are also present in candidate applications. An article published by Harvard Business School pointed out real-life cases of students “whitening” their resumes and having better outcomes. Black students, for example, omitted their race when talking about organizations they belong to. One student even decided not to mention a prestigious scholarship they got because it could reveal their race. Asian students admitted to changing their names to Americanized nicknames which led to a better response rate. They also changed their hobbies to those more common in white western culture.

With all these biases at play, blind or anonymous recruitment is becoming a more and more popular option. With this type of candidate screening, all the information that a recruiter could be biased about—age, gender, name, sometimes also personal interests and education—is taken out of the resume. This can be done with the help of a software or a dedicated recruiter that later passes it on to the screener. In this way, the information presented is a neat collection of only job-relevant information. This should increase the chances of marginalized candidates. However, this doesn’t mean that biases will not come into play in the later stage of the hiring process.

When it comes to writing a good resume, Langstaff, who's written over 1,200 resumes, offers his own strategy that lands his clients jobs. "We read the job postings they're targeting and make a list of the skills mentioned in that job posting. Then we have a discussion to identify when my client has used those skills in their career successfully. Then we fill the resume with bullet points that tell those stories and we mention the skills again in their professional branding. That approach has led to countless people getting promotions, changing careers, escaping toxic workplaces, and landing their dream jobs."