Actually, I think this will continue past fall, but it is a “trend” in my opinion, so I have no idea when it will end – but like all trends, something else will replace it, I’m sure. For now, though, the headline has replaced the objective.
Objectives can be lame, especially if they’re broad like – “I would like to attain an enriching position, where I can learn, grow, and achieve.” The basic rule of thumb on a resume is, of course, brevity. If you say anything that doesn’t mean something (like the above) that’s a huge don’t, but even if you say something that doesn’t add enough value for its space, it’s a don’t, in my opinion (ironically, much the way I used to judge short stories and poetry when I was in workshop).
Objectives can also be useful ways to tell people who you are, what you want, and why you’re looking for a job. Only, for the most part, employers don’t care about all that. Well, they do, but they don’t immediately know they do. That’s for later in the process, not for the beginning of your resume. What they care about immediately is: What can you do for them?
Instead, recruiters are now recommending you introduce with a headline and a brief passage (2-3 lines on your resume max, including the headline) that does state what you want (specifics!) but focuses on what you can do. Some recruiters suggested I pick three key areas of experience applicable to the job.
For instance, my headline on the resume for the job I landed was:
“Sales Professional, Transitioning into Advertising with Experience in Client-Building, Sales, and Marketing”
According to the recruiter, the third of the “key areas” is supposed to be one where you have reasonable but not extensive experience, and the first two are supposed to be extremely strong.
Now, for me, recruiters (and their advice) were a huge help and a great resource. If you’re lucky enough to get a phone interview or face to face with a recruiter, don’t view it as a passageway just to this job, but as a passageway to dozens of job possibilities, plus tons of valuable information. If a recruiter likes you, they’ll help you develop your skills, tip you off to new openings before they’re advertised, and sometimes even go to bat for you. And some recruiters are major players in the field for which they recruit.
I did a huge trimming of the fat on my resume, based on a recruiter’s suggestions, and I loved the new look and the results it got me. That recruiter put me up for a position that was filled before I got a chance to interview, but he was invaluable in telling me about the industry (a different one than the job I took, but one I’m still interested in) and helping me craft a stronger marketing strategy for myself. I think the headline versus objective was one of his best strategies. Also, it’s sometimes helpful to bold parts of your resume (specific numerical accomplishments, awards, promotions, leadership stuff, etc).
Other Useful Advice I Was Given
*Leave out pat phrases like “organizational skills,” “team player,” “time management skills.” No hiring manager, recruiter, or keyword software looks for these. They’re considered filler material. Instead, show how you used your organizational skills to achieve a goal, illustrate a time you achieved something on a team, or speak about juggling various time commitments successfully.
*Read the ad and identify the nouns that will be keywords. This is the trick to getting past the software. 90% of the time, every keyword you need to get your resume in front of an actual person can be found in the initial advertisement.
*Address your letter to an actual person (hiring manager, recruiter) whenever possible. The legwork to find the hiring manager is usually worth it.
*Unless the ad asks for it, never call about an opening before you send in your resume. If you want to call, mention in your cover letter that you will follow up. Then, do so. Many hiring managers consider phone calls rude, especially if you call to ask questions about the position before you’ve sent in your information.
*Never indicate that you’re going to use this position as a springboard to another division or department within the company. Ambition is great, but make it seem like you want to move up, not over. Remember, if you’re hiring for a sales job, you’re hiring with a sales manager. If you’re hiring for an editorial job, you’re hiring for a managing editor. For the most part, sales managers don’t want people who would rather be editors, and editors don’t want people who would rather be in sales. In fact, they're often times insulted by this tactic. Wouldn't you be? It's like going out with someone to get the attention of their best friend. It is useful to get a foot in the door for a lateral move, but if your resume says that might be the case (as mine did for certain positions), make it absolutely clear how enthusiastic you are about this part of the company before it becomes an issue. This is a mistake I see my friends make all the time, and they never get the job.
Happy Wednesday!
