For larger companies you almost never send a resume to the hiring manager or area, it goes to HR or some middle company that does the searching for them. That almost always means they take your resume and put it through a computer system that stores it then changes it’s format and extracts keywords and other basic information.
That means to the point and make sure all the keywords are there or the computer will spit it out. You also have to hope that they didn’t send irrelevant requirements for the position that you couldn’t possibly have, or my favorite, version N was released 3 weeks ago and they ask for 10 years of Version N instead of Remedy in general. It is a no win situation. You don’t want to criticize them for getting that wrong, but at the same time the person that doesn’t know the area will reject your resume as not qualified until the hiring area wonders why they have no candidates. At the same time, what Warren says as well, since if you get through the computer bit you still need to catch the attention of the humans. Dan From: Warren R. Baltimore II <[email protected]> Sent: Friday, June 8, 2018 11:14 AM To: ARSList <[email protected]> Subject: Re: OT: Resumes LJ, Years ago, in a Galaxy far, far away (The Ohio State University Medical Center) I worked recruitment. I had to go through HUNDREDS of resumes for Nurses, Civil Service People, Allied Health professionals and Research Assistants a day. Needless to say, it gets a bit tedious! The one thing that I would tell people is that you need to create a Resume that will do 2 things. 1. Get past that initial person (this was me) who had to identify potential candidates, but maybe didn't necessarily understand everything that they were reading. For this person, you want to clearly identify your experience, education and motivations. You want to list your degrees, professional certifications and associations. Try not to leave any gaping holes in your time line. Try to keep it to one page, but don't go past 2. 2. Once you are past that first person, you want this resume to also speak to the person who is likely making the decisions on who to bring in. They are going to look for the more technical information. Remember, you can always bring a second resume to the interview that speaks a bit more directly and technically to the manager. My feeling about conversational v. bullet points....conversational is just harder to digest and tends to run long. Bullet points pull out those items you want to highlight and make them plain to see. The cover letter can be conversational if you wish, but don't get long winded! Just my 2 cents! PS....I write the WORST resumes. You would think after 12 years in HR, I would have gotten better at it! 😜 On Fri, Jun 8, 2018 at 10:37 AM, LJ LongWing <[email protected] <mailto:[email protected]> > wrote: I always find looking at other people's resumes/cv to be fascinating...there are so many different ways to put together the details of your skills and work histories. I worked for a time as a team lead and looked at resumes of potential contractors, so I've had a fair amount of exposure to various formats....I know this isn't Remedy related, and there is no 'right' answer...so I'm seeking opinions. Should a resume be 'conversational' in nature, or is it better to have short concise bullet points. I personally find conversational resumes harder to digest...I find it harder to pull out the relevant information that I'm looking for in a prospective employee/contractor....I've always found quick bullet point driven resumes easier to read/digest and determine if the person has the skills necessary, if not only at a high level....but the down side of that type of resume is that it eliminates all of the emotion and 'feel' from a person, which is both good and bad....so, I'm curious....opinions, pro/con list, etc.... -- ARSList mailing list [email protected] <mailto:[email protected]> https://mailman.rrr.se/cgi/listinfo/arslist -- Warren R. Baltimore II Remedy & ServiceNow Developer 410-533-5367
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