Tailor your Resume for Best Results
Posted by adminIn: Recruiting
15 May 2009
In our economic time of lay-offs we have seen an interesting development. There is a much higher quantity versus quality to the incoming resumes which has created a dilemma for resume submittals. Candidates are applying to positions for which they are simply over-qualified or have no relevant experience.
To us this suggests several things:
1) People apply in the hope that staffing will see what a great candidate they are and contact them when a new positions comes up.
2) As a way to get their foot in the door for a particular department and/or company as they may just be entering the job market from college.
3) To convince you to hire them anyway even though the job you posted is not at a senior level.
This causes a dilemma as gone are the days when companies would create a position for a candidate with a great background. Plus your resume has a higher chance of getting lost in an applicant tracking system whose search capacities may be limited or by a recruiter who has moved on to other projects which need immediate attention.
So what is the best course of action? Carefully look over the job description and tailor your resume if you feel you meet the top five requirements. For instance, if you are in marketing but are a generalist with a breadth of skills but no depth in any one area, highlight those areas of strength that apply to the job. But understand that if the job truly requires a specific area of skills you don’t have enough experience in, then you won’t be considered.
Next, be specific on how you contributed by including much detail. Often we see resumes where a candidate does not illustrate their experience, but when asked they will go into great detail in an email reply. Take that thoughtful consideration and add it to your resume before sending it in. This isn’t about finding the right keywords to use but rather having your resume get noticed in the first 30 second scan. Don’t be boring or vague!
Additionally, if you are too senior for the position then it’s probably best not to apply at that time. With over a 100 resumes now vying for a recruiter’s attention, those that are the best fit will get reviewed first and the rest put aside until later. Your goal is to seek out jobs in which you are the best match, tailor your resume accordingly, and submit it to the positions you are truly interested in. This way you’ll have the best results!
Tell me your thoughts on this: what motivated you to apply to a job that perhaps wasn’t the best match for your background? What were your expectations? How do you think you could have done it better?
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16 Responses to Tailor your Resume for Best Results
John Mayson
May 15th, 2009 at 2:14 pm
Here is something I have struggled with. I have nearly two decades of experience and over those years I have done a lot of things. When I list every skill I mastered, every significant accomplishment I’ve performed, and every job function I’ve done, my resume runs four pages long. I have elected instead to create a one-page high-level summary and call that my resume and have my four-page detailed summary be my CV.
As a recruiter which do you prefer to see? If I were to tailor my one-page resume for the specific job, I would have to leave off other important information. If I were to include everything you’d have to review too much information. I see danger in both scenarios. Is something in between acceptable? How valid is the “Thou shalt not have a resume longer than one page” rule?
I did apply to LifeSize and it was for a position that I was well suited for, but perhaps not the ideal candidate. I am an expert in a discipline that has few jobs to offer in the United States. I want to broaden my horizons not only to secure a job but also allow me to do new things and enhance my work experience and further my career. The fact that I have a very broad background would benefit a small company like LifeSize. You would rely on my experience rather than have to go outside the company for help with a short term project. This idea was helpful even within a large company. My department manager could assign me to a special project rather than have to hire a contractor or ask another department for help. I applied to LifeSize because it looks like an exciting place to work. I have long wanted to be part of a start up. And I bring a lot to the table.
Michelle
May 18th, 2009 at 10:28 am
Hi John,
Thank you for your comment. This is a very good question which often gets asked. I would neither condense to one page nor necessarily keep the four page length. You should detail the last two jobs and summarize those older than ten years. It is perfectly okay to have a resume 2-3 pages in length as I do want to read about your experience and how you contributed to the team and projects. A one page overview just isn’t enough to get me interested or give me enough information about you or your skills. Unfortunately there isn’t time to figure out what your intention is when applying, particularly when receiving volumes of resumes in this business climate. This is something you should be telling the recruiter!
Besides that, if your skills are too broad then highlight the areas which are compatible to the job requirements. Oftentimes a company is looking for a specific skill, and having someone with too broad of skills doesn’t necessarily mean you can come right in and contribute right away. It depends on each situation, project deadlines and the needs of the team. Again, if the job market is flooded with resumes you will be competing with others who may have the exact skills desired. It’s not easy out there, good luck and I hope this helps!
Michael Wilson
June 7th, 2009 at 5:49 pm
Hi Michelle,
In preparing my CV for LifeSize, I was presented with the usual two boxes: one for the resume and one for the cover letter. This post does a good job of explaining the changing role of the resume, but how do you apply this same dynamic to the cover letter? Traditionally, cover letters were short conversational introductions, but I assume now they are read less than ever given the volume you receive.
Should cover letters be treated as introductions to the resume rather than the person? In a sense, a tool for search engine optimization to help the resume be discovered? Or should applicants continue to think of it as a personal communication with you or another recruiter?
Thanks for your posts. Interesting material.
Michael
Michelle
June 8th, 2009 at 9:46 am
Hello Michael,
I am glad you asked as this was topic of conversation in our department last week. The way an applicant tracking system is designed is to capture the first vital information it sees for populating the requisite fields. In this case, if it has to chose between a cover letter and a resume, and the cover letter is the first it sees, then this is what will go in to the system. The function of a cover letter in the past was meant to introduce the candidate to a company with a synopsis of their skills and intent. So you are correct: the cover letter now serves as a brief introduction to the resume, highlighting the candidate’s knowledge and interest as it pertains to the job. However, instead of including a separate cover letter, place this information in the body of the email. With the huge influx of resumes the internal team does not have time unfortunately to read cover letters. On occassion I will go back in to the system and look at the abbreviated cover in an email to see what job the candidate was most interested in (despite what they applied to). Additionally, in order for the applicant tracking system to capture all your contact info, do not place in the header. It can’t read that either! Thanks again.
Kelly Brown
June 12th, 2009 at 12:56 pm
I really like your post. Does it copyright protected?
Mercedes
June 18th, 2009 at 8:00 am
Hi Kelly. The material on our blog is owned and copyright protected by LifeSize. Thanks for your comments and keep reading!
Jinny
June 23rd, 2009 at 5:48 am
Hi, Super post, Need to mark it on Digg
Jinny
Jinny
June 24th, 2009 at 4:01 pm
Greatings, Everything dynamic and very positively!
Thank you
KonstantinMiller
July 6th, 2009 at 1:02 pm
Hi! I like your srticle and I would like very much to read some more information on this issue. Will you post some more?
David Reavis
July 7th, 2009 at 1:23 pm
Many thanks to Michelle, Mercedes, and the LifeSize recruiting team in general for posting these monthly tips and insights into your recruiting process. These timely communications highlight that you (and LifeSize) are innovative, forward thinking, fresh, and very helpful to those of us who are seeking better companies and better positions in our chosen career paths.
I would like to add to Michelle’s point about why companies are seeing a high number of resumes that are not relevant to the posted job(s). For one thing, we have not seen unemployment rates in the US at this level (9.5%) in decades. In many cases, people are now becoming desperate to find a new job. That, coupled with “today’s” applicant screening process (that seems almost ethereal in how it operates) forces applicants to step outside their normal behavior of looking for work.
One last point. I can very much appreciate and relate to John’s comments above. There are many among us who have a wealth of experience and talent to bring to an employer only to be denied the chance of even getting an interview because of the screening process as discussed in the posts above. Your tips and insights are certainly very helpful in understanding how to better “market” ourselves.
Thank you all again and please keep these articles coming in the future. This is a trend that I would hope many other companies would take notice of and implement within their own recruiting departments.
Mercedes
July 7th, 2009 at 1:36 pm
Hi Konstantin,
Thanks for your comments. We will certainly continue posting helpful tips and tricks regarding resume writing, interviewing and hiring advice. Stay tuned for new articles every Thursday.
Michelle
July 8th, 2009 at 8:54 am
Thank you, David, for your thoughtful comment. At LifeSize, we do try to create an open dialogue between our company and candidates, and strive toward being respectful and responsive to the process. We know how frustrating it can be to feel like your resume and talent has gone into some dark void.
Though it is true the volume of resumes have gone up in correlation to the rising unemployment and there seems to be a air of desperation with applicants causing what I see now as a “throw it at the wall to see if it sticks” mentality occurring, one thing has remained constant throughout the years in hiring: the preference for selective skill sets has not changed. From what I have seen, companies have always hired those who possess the most closely matched skills for a position, both in terms of related industry and job title. Those with broad skills have had a challenge even in the best of times. But in the past, a company would have made room for them and grown talent from within. That isn’t the case now with limited budgets and headcount. Companies need an exact fit.
Having broad skills or a depth of knowledge though in several areas is not a handicap. If this were my background (and it is), I would look at my strengths, see what ways it would help the company, re-work my resume to illustrate how my skills would add immediate value, and then decide if this is the direction I want to move in. Because nothing kills your chances for a new job when all you need is just a JOB. Think about what you would really like to do next, but expect it will be challenging to find that next role.
David Reavis
July 8th, 2009 at 10:15 am
Hi Michelle,
Thank you for your quick and reasoned response to my post!
While it is true that companies these days tend to select new hires on a more “surgical” basis as far as their skill sets go, I think that this can often greatly limit the contribution that can be made to the company by a more “seasoned” employee… had they been hired instead.
My experience, as a previous business owner, proved that point to me many times over. Over time, I found that hiring employees that had more varying experiences within an industry (and sometimes from several industries) had not only developed the specific skills that I needed, but often would contribute in ways that I had not expected or even thought of.
I looked for those candidates that had the skills I needed, were enthusiastic about their career path, smart and able to learn new skills quickly, great problem solvers, and cared about the companies they worked for. These are the people who have a resume that describes a broad range of capabilities instead of a narrowly focused subset. They are challenged by new opportunities and are very proud of their accomplishments (and like to express those in their resume).
This is not to suggest that every candidate hired needs to possess such a well rounded work experience. That would preclude hiring those early in their careers or that are just out of college.
In closing I would add (and I’m sure you have probably experienced it). Anyone can craft their resume to fit the specific needs of the job description. Many of these candidates are often not really qualified for the position… but appear to be on paper and perhaps have done enough research to get past a phone interview. This can lead to invitations to the onsite interview process thereby wasting company time and resources. The flip side of this is when you have candidates that narrowly define, or eliminate altogether, who they “really are” in their resume and get passed by for an interview… never getting to present themselves in a true sense.
It becomes a game of who can write the best story. To me, that’s not a win-win.
Michelle
July 8th, 2009 at 10:53 am
David,
Certainly true enough that there are some who write the “best story” and can ace an interview only to find they cannot meet deadlines or lack the skills which become apparent once on the job. This does happen.
I cannot speak for every company, even though there are certain truisms with hiring preferences. Companies hire different levels of candidates based on their business approach, need, product, or service. I can say for LifeSize that many on our team are “seasoned.” Because of the complex nature of our systems we require individuals with strong industry experience. We very much support college programs and hire interns as well so they may gain valuable knowledge, but often did not have any available positions for entry or junior level skills. Additionally, LifeSize has a great corporate culture and we look for the same qualities in an individual you described.
I see it, if you will, as creating a marriage between candidate and company to ensure the best long term happiness for all.
David Reavis
July 8th, 2009 at 11:05 am
Hi Michelle,
I appreciate your insight into LifeSize recruiting, your candid comments and the time you have taken for our conversations. I am very impressed with LifeSize as a company, its products, and with the exposure to the people who work there via the email newsletters, website, and forums such as this one.
Please keep the faith and have a great day!
David
What Does Your Resume Say About You? | LifeSize in Action
July 23rd, 2009 at 5:42 pm
[...] Tailor your resume to the job you are applying. (See our previous post Tailor Your Resume for Best Results.) [...]