Resumes are only looked at for a few seconds. What do people look for?
The question for today is, "We have all heard the stories, how few seconds people take to look at a resume. What 2 people actually look for in those few seconds?"
The question is actually very easy to answer. When we're looking at a resume, we are not looking at a full document. After all, when you think about it, when you look at a document on your screen. How much of the page shows up? Two thirds? Three quarters? That is about it.
So we are looking at a document that within two thirds or three quarters of the page ideally should be able to demonstrate some version of fit for a role.
I want to backtrack because you have a message area of your email and most people open, or have displayed on the screen and are using Outlook and have an additional pain available to them.
In an email, you want to indicate the position you are applying for. Maybe there is a job code or a title in the position description. If it is just the title provide something more because there could be multiple positions for the same title.
Let's say you might write, "CPA to work in such and such department."
"A software engineer to do Java development."
Whatever it is, just put something additional and if there's a job code, including your message. From there, once the person opens the resume, they want to see within one page down (you know, you have the page down key on your keyboard) something, ANYTHING that might demonstrate a fit for the position.
I know that's what I do. I have gotten to the point where am looking at the screen it page down and make a decision. Looking at a different one. Not seeing anything. Delete.
If it is for an obscure skill, like I've done searches for technology that is obsolete called MAPICS, there are AS/400 people who send me their resume and the 1st thing I do is hit edit, find and look for the term MAPICS. I want to see how old it is.
The client is already said that they don't want to see some of you did 5 years ago. They want to see someone who is work out more recently.
So what I'm trying to do is to find the key term in the resume because MAPICS runs on AS/400 (so AS/400 is it assumes skill). I need to find the MAPICS when it was last use. And when it was last used.
If you think about the typical search writer position in mind because the persons told me they've applied for this particular role (let's say it's the C suite position in recruiting for now. In a mid Atlantic state). They want someone with banking background. The 1st thing I'm doing is looking to see what level this person is at and have they done it at a bank. They may be a CIO and I'm seeing whether they have worked for a bank. No banking experience?
I can do this kind of decision-making in 3 seconds. 3 seconds!
We are looking for something in the resume that causes us to go deeper. That 1st level screen is because we know that basic thing that the client is looking for. This can be a corporate recruiter doing it, as well. It can be the hiring manager who is defined in his or her own mind what it is they want someone to have in the way of experience and what the crux of the search comes down to.
Like in that example like I gave a minute ago, CIO. Bank. CIO? Not a bank. Delete. Or input into my system to contact at a later time when I have something suitable.
That's it. We are looking for the corndog of the jobs we understand to be to see if a person has, because, without it, we know our client isn't interested! Without it, the HR recruiter knows their internal client isn't going to be interested. So why waste time?
Do you think employers are trying to help you?
You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday. The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
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