| The role of a resume is to provide the reader with a | | | | highly likely that they most Vice Presidents have led |
| reason to call you. Therefore, all elements of the | | | | teams, have good communication and negotiation |
| document need to differentiate you from other | | | | skills, etc. The summary tends to include expected |
| candidates. The first meaningful element of the | | | | skill levels and expertise. Rarely are the items listed |
| resume is the Summary or Objective statement. In | | | | unique for the background and experience of the |
| this market, the objective statement is far more | | | | candidate. |
| powerful. | | | | By contrast, an objective statement can be more |
| As an executive recruiter and career acceleration | | | | unique to you and it helps the reader know the type |
| coach, I review hundreds of resumes per month. This | | | | of role you're pursuing. The statement does not need |
| is typical, regardless of the economy; professionals | | | | to be overly limiting, but it does need to provide the |
| use recruiters as conduits to finding their next | | | | reader with some clarity on the direction you plan to |
| opportunity. | | | | pursue. The objective could include an industry, a |
| Once we began sourcing candidates for a position, | | | | functional area/level, type of organization, etc. |
| we look for several elements in a resume. The details | | | | When you use an objective statement, it requires |
| vary, but broadly we are looking for titles, companies | | | | the balance of the document to support "why you" |
| and accomplishments as an initial screen. Most of the | | | | are the candidate for the stated type of |
| candidates that we initially contact will have a fair | | | | opportunities. When you consider this approach, it is |
| amount of similarities in their backgrounds and | | | | more consistent with other business documents. You |
| experiences. This is not unusual since the criteria for | | | | are clearly "selling" this person for a type of |
| entry into the candidate pool is determined by the | | | | opportunity and reinforcing the reason for including |
| position specification. | | | | them in the process. In this model, you highlight |
| Since most roles that you will be considered for have | | | | accomplishments that support your objective and |
| a defined description. It suggests that the preferred | | | | may down-play or eliminate other accomplishments |
| initial candidates will have some similarities. Thus, it is | | | | that are less appropriate or irrelevant. |
| important to differentiate yourself from the balance | | | | Net, spend time on the front end of the process, |
| of the candidates. This is not typically accomplished | | | | develop an objective statement and pursue |
| by beginning your resume with a summary. For | | | | opportunities in line with your most recent career |
| example, if we are seeking a Vice President, it is | | | | successes. |