Stepping Out From the Resume Middle Ages

Businessman presenting a resume. Photo courtesy of Shutterstock.

The competition is fierce. About 1,700,000 students will graduate with a bachelor’s degree in 2013, projects the National Center for Education Statistics, which is of course good news for companies looking to hire fresh faces with new ideas. Typically, businesses look for qualities like teamwork, verbal and written communication, problem solving and organizational skills. But what is the employer really looking for when the average resume generically boasts just about every single one of these qualities?

How do you choose the candidates that seems to be a good fit when they all look the same on paper? They are basically marketing themselves to a world of marketers so they better have the basics down and throw in a few bells and whistles while they’re at it.

First, the Basics

Grammar: First things first. Look for flawless copy. If there is one error in spelling or grammar, right to the shredder. Why so harsh? Guaranteed there is the phrase, “attention to detail,” somewhere on that resume and if there is a mistake, you know that is a clear misrepresentation. What else are they fabricating on that paper?

Cover Letter: If no CV, the applicant is either lazy or unqualified. Even if it’s an electronic resume, there is usually a place to download a CV. If not, there should be a message in your inbox from the potential candidate explaining why they are good for this position.

Keywords

Look for industry-specific keywords. These buzzwords are the currency of the modern job search. You want to verify the candidate is keeping current and relevant in the industry. Applicant Tracking Systems (ATS) software uses keywords to filter resumes before they even hit human resources. Acronyms like SEO, ROI and GUI show the candidate is knowledgeable of their field and is steering clear of extra wording.

Achievements

A modern day resume should never simply list job duties, but rather, descriptive achievements that go above and beyond the standard. If a potential employee proves to have been successful at their last gig by increasing ROI by 10 percent, they could be successful for your company too. Look for results. Also, look for affiliation with non-profit for candidates that care.

Go Social

The resume doesn’t stop at the work experience. Once the candidate passes your initial screening, turn to LinkedIn and other social media platforms to see what type of digital footprint they have. You can tell a lot about someone simply from the online reputation they choose to have. If they don’t understand that their Facebook page can be seen by potential employers even though it’s “private,” then you probably don’t want them either. And remember, a picture speaks a thousand words.

Having an online presence is essential. If the potential employee took the time to do an online job application for you, it can mean they are computer savvy and know what they need to do to get the interview. Ultimately, for any career, you want an organized, efficient, error-free resume by a candidate that has a positive online presence.

By Desmond Miller

Des is a project manager for a large marketing firm. He enjoys writing about marketing, advertising and PR trends in the digital world.