| What does the hiring manager look for when they | | | | the person is qualified for the position. It should |
| scan a resume? I have been in hiring positions for | | | | compel me to want to talk to them. Facts tell me |
| close to 30 years. I have hired entry level, technical, | | | | that, especially if they are clear, concise and pertain |
| administrative, operational and executive positions in | | | | to the position. |
| large and small companies. The industries cover | | | | Key #2 |
| manufacturing, service and consumer industries. I | | | | Is every position with every company listed with the |
| have seen thousands of resumes. | | | | month and year they started and completed or left |
| The situation typically looks like this; there are specific | | | | the company? If I am suspicious of a gap then I |
| objectives to achieve for the company. Now picture | | | | automatically wonder what else they may not be |
| this: as the hiring manager there is a vacancy and I | | | | forthright about. On the other hand, if I see a gap, I |
| need someone to take on that position. It may | | | | can easily ask about it and move forward. I do not |
| impact the objectives so the need is urgent. Human | | | | care how many pages it takes if it gives me a more |
| Resources place an ad or I contact a recruiter. Either | | | | complete picture of the person's career. |
| way I typically end up with resumes. Regardless of | | | | Key#3 |
| whether they have been pared down or whether I | | | | What accomplishments have they had in each |
| see them all, there are key points that will make one | | | | position over their career? Are they quantifiable? Did |
| stand out over another and compel me to look | | | | they impact directly or indirectly the bottom line of |
| closer. | | | | the company? Remember, I have objectives to |
| Key #1 | | | | achieve and I may see this person as a team |
| Is it readable? Is it filled with fluff that is | | | | member that will help that achievement. Even if not |
| unimportant? Did the applicant waste my time and | | | | quantifiable, did they have a role in the success of |
| take up space making it more of a chore with an | | | | the company or department? |
| employment or career objective? There may be a | | | | The person that has supplied the right type and kind |
| reason why I should look closely at their resume; but | | | | of information will get my attention every time. As a |
| it rarely matches the job for which they have applied. | | | | hiring manager, I am not looking for fluff but |
| If the information is applicable to the position, I am | | | | information that will give me hope that the resume's |
| more compelled to look at it closely. | | | | owner can make an impact. If I see the potential, I |
| I am looking for useful information that may tell me | | | | will interview them. |