Sign up with your email address to be the first to know about new products, VIP offers, blog features & more.

Resume tips from 150 recruiters revealed!

Resumes tips are not secrets! Recruiters share what they are looking for.

Resumes tips are not secrets! Recruiters share what they are looking for.

Resume tips

I just came across this infographic of resume tips by Challenger, Gray and Christmas and thought it would worthwhile sharing. 

The infographic is great in that it surveys 150 recruiters and asks a few basic questions:

  • How long should my resume be?
  • Should I include my LinkedIn URL?
  • How far back should my job history go?

This infographic provides perspective on what recruiters really want and look for.

Resume Length

I blogged about resume length and whether a resume should be one page or two pages here and blogged about a 2 page resume here. My overall message is “think quality, not quantity”. The way to think quality is to custom tailor your resume to every single job you apply for and I blogged about why candidate should have multiple resumes here.

Per the infographic, 63% of recruiters surveyed want between 1-2 page resumes. I preach 1 page per 8-10 years of experience and I also preach that generally speaking we aren’t going to be hired for what we did 15 – 20 years ago. That job was probably a little junior to what we are doing now and the technology has changed from 15 to 20 years ago. My advice is to heavy up on the bullets listed on your resume for recent experience and included just a few bullets on experience from 15 – 20 years back. List the 20 year old job, but we don’t need 7 long bullets explaining the experience or accomplishment.

LinkedIn URL’s on your resume? Abso-fricken-lutely! This is the quickest way to give the recruiter a visible picture of what you look like. We want to confirm that we are presentable to the hiring manager because the recruiter is putting and I blogged about this here.

As to whether you should list your salary on requirements on the resume, I say “NO”. This is the one resume tip I don’t recommend you follow. Do not list your salary requirements. The survey says that recruiters would like to see this info, but it doesn’t mean they are not going to call you if the information is missing.

Here is my business logic:

Let’s say I see your salary requirements are $50K. I am interested in you as a candidate but my budget is $45K. We just priced ourselves out of the job before we even had an opportunity talk with the recruiter, sell ourselves, network or open ourselves to other potential positions.

If I am interested in you as a candidate, and I do NOT see your salary requirements, I will call you to find out “What’s up”. Why wouldn’t I call a candidate that is interesting? It doesn’t cost me anything AND I am used to calling up candidates to see what makes them tick. It is my job, I expect to do it, and I am expected to make this call.

As a candidate, we GOT THE CALL! We got the opportunity to hear about the position, learn about the company and network for future opportunities.

If I am asked about salary requirements, I am going to say:

“I am currently making $50K, and I would like to stay in this ballpark. That being said, I am really excited about the position and don’t want money to get in the way. I especially don’t want a few thousand dollars to get in the way of a great opportunity.”

As a recruiter, if I heard the above, even though I know the candidate is asking for more. This career minded vs. salary minded response makes me WANT TO LEARN MORE ABOUT THIS CANDIDATE! I know plenty of recruiters that have gone to hiring managers and said

“I know our budget is 45K. I have a candidate that is a bit out of our range, but you really need to talk to this candidate. You will not be wasting your time. “

I really like this infographic, because it gives us real resume tips and insight into the recruiters mind m set as they are looking at our resumes. Keep the above in mind as you create and update your resume.

See you at the after party,

nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball”.

If you felt this post was valuable, subscribe to weekly updates here, “like” us on Facebook, and leave your comments below. Thank you!

  • Agree with everything on this except disclosing current salary. I always tell candidates to give me a range, and to do their homework on market pay, because I know that a lot of managers will lowball if they give them a minimum, or discriminate if they give them their existing salary (assume they can put equity to the wayside because JoeBob is making $50K and the budget is $65K, OR assume JoeBob isn’t very good because he’s not making market). In the UK you can’t ask salary history – I freakin’ love that, as it keeps companies focused on paying based on their own budget and doing comp analysis to ensure ranges are competitive, instead of haphazardly paying whatever they can get away with.

  • Joanie McMahon

    HR Nasty is so accurate and up-to-date in the areas of landing the ‘dream job’, best practices for a person’s work environment. Plus he has actually walked the walk and has credibility. He helped me immensely last summer and everything he generously shared with me worked perfectly.
    Thank you

    • Joanie, Thanks so much for the endorsement and support. It was a pleasure working together and I look forward to keeping in touch. I am so happy everything worked out! HRN