Rule #3- Your Resume Should Be Easy to Digest

This is the difference between ending up in the YES (contact them now for an interview) or MAYBE (read later) pile. We don’t worry about the NO pile. If you followed Rule #1 and Rule #2, you should be able to stay out of the NO pile for any job for which you are reasonably qualified. The MAYBE pile is a killer at this point.

The MAYBE pile is for resumes that are comprised of huge blocks of text, that have over five bullet points for each job, that use the same nine words over and over again, that have no headlines at the top briefly describing key qualifications so the reader knows something about the candidate as they skim through the professional experience section.

“I’ll read that later,” the hiring professional will say when faced with having to decode a resume with these characteristics. Too much time, too much work. But here’s the thing…

Most hiring professionals NEVER get to the MAYBE pile.

Rule #2- Your Resume Should Have a Compelling Narrative

This is where I lose more people, even those who thought they “got” me on the marketing tool point.

Let me explain. When someone is reading your resume, they are telling themselves a story about who you are. “This is a woman who gets bored easily and bounces around a lot,” they will think when they see a page with six different jobs on it that all last about 18 months. That might not be the truth, but unless something on the page (or at least in the attached cover letter) says otherwise, that’s the conclusion. Maybe three of those jobs were in the same company, just different divisions. Maybe one exit was a due to a non-profit shuttering it’s doors. You’d better make sure these parts of the story are conveyed in your resume.

What story does your resume tell about you?

Rule #1- A Resume is a Marketing Tool, not a Career History

When I say this, it resonates with some people, gives a eureka moment to some, and confuses others.

Don’t tell me everything, just tell me the things I need to know that will convince me that you are the right person for the position you are seeking. And I’m not talking just about the words- although of course they are key. There is also font, the layout, how the jobs are positioned, what is bold and what is not… everything adds up. If you are looking for a creative position, don’t use a resume that looks like you are seeking a job in a bank. Everything counts.

As far as your career history, highlight the skills and the most valuable experience you have for the job you want. You take out or push to the background anything that isn’t relevant. It can be done. I do it all the time for people wanting to redirect their careers or even just jump to the next level.

I have turned a graphic designer resume into an event planner resume for someone who used it to make a complete career change. I have made different versions of a resume for a school director with a big-time business background who wasn’t sure which path he wanted to follow next. I have taken several administrative or junior executive resumes to the next level, positioning them for a move up the ladder.

Everything on that page will either rule you in or rule you out as a candidate for the job. Give yourself the best advantage with a resume that sells you properly.

Full Disclosure: It’s Written All Over Your Face

On one of my on-line “mommy boards,” a woman wrote in for advice from the group because she was interviewing for jobs and she had a gaping hole on her resume during which time she was a stay-at-home mom. She didn’t know whether she should tell the interviewer that she had been home with her little one or whether she should be more vague- “exploring other options,” “dealing with a personal issue,” etc.

Regardless of what a candidate said in an interview, I could smell ambivalence from a mile away. From anyone, not just moms returning to the work force. The seasoned executive assistant who was over the job, for instance. Or the recent grad who thought he was too good for clerical work (though he wasn’t qualified to do anything else- but that’s another story). Or the woman who looked like she might burst into tears at the thought of showing up at the office. Whether she told me she had a baby at home or not, I could see it wasn’t a job she wanted. And I was no more likely to give her a job than the kid with the ‘tude or the been-there-done-that assistant. No HR person wants to set themselves up for that kind of headache.

On my mommy board, I said I felt that this mom should go ahead and mention her baby if not mentioning it was going to make her uncomfortable or appear shifty, but, more importantly, that she should make sure to convey that she was ready to work and would happily show up every day and get the job done.

Ideally, rather than trying to fake it, that meant that she would “process” any ambivalence and find a way to be happy about getting a job- some family-oriented upside, like having less stress about money or more outside stimulation. I know, easier said than done, but there has to be a reason why working outside the home will benefit her little one and, even if her first choice is spending all day with them, if she keeps in mind that motivation, she will feel like a good mom for going out and getting a job. And she may just ace the interview.