A
survey of HR managers and recruiters on resumes and related
issues
by Tracy Laswell Williams, JCTC, CPRW
As the
moderator of an HR / Recruiter Panel Discussion at the 1999
Professional Association of Resume Writers’ convention,
I learned that professional resume consultants, just like
job seekers have plenty of questions than ever when it comes
to the “receiving end” of our finely crafted job
search documents.
As a
follow-up to this informative discussion, I decided to survey
yet another panel of experts. In November of 1999, I e-mailed
a group of 40 hiring officials with ten key questions. Respondents
included recruiters and private HR consultants, as well
as HR managers representing the financial industry, the
computer/engineering/technical recruiting fields, a regional
public utilities provider, a major marketing firm, and a
mountain ski resort.
Important
Disclaimer ~ please note: hiring an employee is a highly
complex human event with a great deal of variability from
one case to the next. What works for one individual, corporate
culture, industry, and geographic location may not work
for another. The opinions offered by this small sample of
hiring officials are not meant to represent the “one
right way” of doing things. Instead, think of this
survey as a learning tool, and continue to ask questions
throughout each job search you conduct to gauge the effectiveness
of various techniques.
Here
are the results of the survey (totals of more than 100%
indicate multiple answers).
1.
Preferred length of a resume:
|
a)
one page |
20%
|
| |
b)
two pages |
30% |
| |
c)
depends on level of the position |
60% |
| |
d)
no preference |
0% |
Specific
comments from respondents:
“One or two pages is fine,
but no longer.”
“Two pages, but can be longer
if the third page is a skill summary, appendix, or something
other than pure text.”
Conclusion:
It depends, but most would like the resume to be kept to
two pages. Note: I assumed in the case of answer c that
a higher-level position indicated a more in-depth resume.
None of the respondents queried me on this, so I’m
going to keep assuming that.
2.
Resume Style/Format:
|
a)
traditional "reverse chronological" listing
of jobs without an objective or summary |
40% |
| |
b)
functional “skills-based” presentation with
jobs listed briefly |
10% |
| |
c)
some combination of the above |
50% |
| |
d)
no preference |
0%
|
Conclusion:
The functional approach is out. Most hiring officials like
a combination or traditional approach.
3.
Resume Paper:
|
a)
white paper only |
50%
|
| |
b)
scannable only |
20%
|
| |
c)
pastels (cream/grey) |
0%
|
| |
d)
no preference |
40% |
Conclusion:
No one seems to care much about paper. Save yourself some
money.
4.
Preferred method of receiving resumes:
|
a)
by US mail
|
10% |
| |
b)
by e-mail (Word attachment) |
60% |
| |
c)
by e-mail (text in e-mail message body) |
20% |
| |
d)
by fax |
10% |
| |
e)
no preference |
20%
|
Conclusion:
Although most respondents say they like resumes by e-mail,
it’s probably still a good idea to ask which file format
is preferred. Save your stamps!
5.
Cover letters:
|
a)
no cover letter necessary |
20% |
| |
b)
personalized cover letters only |
60%
|
| |
c)
form letters acceptable |
20% |
| |
d)
no preference |
10% |
Specific
comments:
“I like to read cover letters, and in general, don’t
receive many. I don’t care if it is a form letter,
as long as it is not OBVIOUS that it is a form letter. “Dear
Sir” is not very smart…”
Conclusion:
While it seems to be fading in importance, it’s still
a good idea to write a great cover letter.
6.
How many years of related background do you like to see
reflected on a resume?
|
a)
0-5 years |
30% |
| |
b)
6-10 years |
40% |
| |
c)
11-20 years |
10% |
| |
d)
20+ years |
20%
|
Specific
comments:
“Depends on position requirements.”
“Depends on the position. Some do not require any
related experience. Others require up to 10 years of related
experience.”
Conclusion:
It depends on the position. Is there an echo in here? Was
that a dumb question? A lot of us wanted to know…
7.
How long does your company typically retain information
on candidates?
|
a)
0-1 month |
0%
|
| |
b)
1-3 months |
0% |
| |
c)
3-6 months |
30%
|
| |
d)
7+ months |
70% |
Conclusion:
Our work seems to have quite a long shelf life. Use this
information to sell updates and to encourage clients whose
job searches aren’t progressing quickly.
8.
Does your company use scanning/database systems to manage
resumes?
Conclusion:
I almost wish I worked in scanning/database systems sales!
9. How many people are involved in a hiring decision
in your firm / your clients’ firms?
Answers:
Varies, 1-3, 6-7, 2-4, 3, 2-3, 2-4, 2, 5-6, 3-8.
Conclusion:
The mathematical average I came up with is 3.95. I admit
it, this was a stretch of my math skills, but I’m pretty
sure I did it correctly (91 divided by 23).
10.
What do you wish job seekers would do differently when applying
to your company?
“Since
I travel a lot, it is helpful for the candidate to follow
up with a phone call or e-mail to ensure that his/her resume
has been received.”
“Send
a cover letter. Tell me what they REALLY want to do. Follow
up by phone or e-mail. Let me know when they have found
a position and are no longer available.”
“I
would like them all to be really definite about what they
do and don’t want to do in their job/career. Don’t
be wishy-washy! New grads are the worst offenders in this
respect. If you just want to start at the bottom and eventually
work your way up in the sales, or marketing or finance
or IT or whatever field, say so!
“Research
the company.”
“Detailed
resumes, with dates and CURRENT information.”
“Not
call more than once to follow up on their resume and be
willing to discuss and be honest about their salary earnings
and expectations.”
The final
analysis: A surefire way to be effective in a job search is
to ask the hiring managers or recruiters what they want to
see, how they want to see it, and how often you can follow
up. Then deliver!
