12 Things That Could Ruin Your Resume

Resume

What’s one thing you never, ever want to see on a resume from a potential hire?

The following answers are provided by the Young Entrepreneur Council (YEC), an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, the YEC recently launched #StartupLab, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses via live video chats, an expert content library and email lessons.

1. Too Many Jobs

Jumping around from job to job is never a good sign. It raises a number of questions about the candidate: Was he fired? Can he not commit? Does he not know what he wants? Is he a freelancer? Is he full-time? The point being: I’d always steer clear of someone who jumps around.
Anson SowbyRocket XL

2. A Lie

When I interview someone, I really want to get to know the person because hiring you is a big investment for us. I will ask you about everything you’ve done, what you’re involved in and what you learned. If you get tripped up on something or it’s clear you’re making it up, then the meeting is over. Never put anything on your resume that you didn’t really do.
Trace CohenLaunch.it

3. “Proficient in Microsoft Office”

Seriously? It’s the 21st century. Being proficient in Microsoft Office is no longer a skill — it’s a given or a “you better be.” It kills me when I see that on resumes!
Shahzil (Shaz) AminBlue Track Media, LLC

4. The Word “Strategy”

I actively scan resumes for the word “strategy.” When I see it too many times, I know this person is not a doer. Doers tell you about what they have done, what they have accomplished and the projects they worked on. Non-doers will tell you about things they were “around.” The word strategy seems to come up far too often.
Adam LiebDuxter

5. The Term “Expert”

If someone truly is an expert, he or she won’t be looking for a job. Employers will seek him or her out.
Jim BelosicPancakes Laboratories/ShortStack

6. A Hotmail Email Address

It is biased to criticize someone’s choice of email provider, but when I see an@aol.com or @hotmail.com email address, I can honestly say I’m swayed in the wrong direction. Working at a startup or small company in today’s market requires an adept mind that’s able to adjust and adopt new paradigms on the fly. Not being able to swap your email account to something current suggests risky limitations.
Derek ShanahanPlayerize

7. Too Many Short-Term Jobs

A lot of different short-term employment experience is a red flag. I am looking for expertise and commitment, neither of which is reflected when a person lists five companies in three years. Some individuals can be impatient and constantly look for “the next best thing.” I look for individuals who exhibit loyalty and commit themselves to developing true skills within an organization.
John BerkowitzYodle

8. A Focus on Inputs

The easiest way to fill out a resume is to list everything that you did. “I managed a team …” or “Led Initiative X” are very common. A resume that talks about inputs and roles, but ignores results, scares me. We are a scrappy startup, and we need people who will deliver value. If you forget to share the impact that you had on your organization, we will assume it was minimal!
Aaron SchwartzModify Watches

9. Two Pages

If you can’t fit your accomplishments on a single page, then I am worried about your ability to be concise with any task.
Josh WeissBluegala

10. Objectives

I already know your objective is to get a job at my company — that’s why you sent in your resume. If you have a different objective, don’t tell me. We sometimes see objectives for jobs other than the one in question. If you want to be a newscaster, why are you applying to my startup?
Zach ClaytonThree Ships Media

11. Spelling Errors

Spelling mistakes on the resume kill the image of the candidate. It shows he can’t take the time, attention and care to make the most important document accurate, and it reflects poorly on his ability to have the skills necessary to fulfill a role in an early-stage company — where there are few people checking each other’s work and individual responsibility is the mantra.
Shradha AgarwalContextMedia

12. A History of Everything the Candidate Has Ever Done

It’s highly unlikely the work you did 10 years ago or your summer internship from college is relevant to the position I’m hiring for today. A long-winded resume detailing too much from the past tells me you’re not confident with your recent achievements. I’m interested in experience related to the position I’m hiring for and how your past work has led you to be a killer applicant for the position.
Jeff BergerDoostang and Universum Group
For this post, Doostang thanks our friends at Under30CEO

Comments

  1. Bruce says

    Some of the points in the article “12 things that ruin your resume” are very short sighted and do not take into account the lack of good jobs available. Many people who have lost their job or had to change careers have been faced with an environment of makeshift jobs that offer a very low probability of success. There are many jobs that are 100% commission based whereby the goals are unattainable. This creates a revolving door and causes good people to move on to something more realistic. Perhaps they had the commonsense to move on and not waste any further time in a nowhere job. I suggest that recruiters and hiring managers recognize that there are many employers out there that just use people and ultimately benefit from the revolving door environment.
    If recruiters and hiring managers are not aware of this activity then I guess they are just naive. Before you judge people who have had to move from one job to another, you should consider the reasons. Many have been forced to move from one job to another in search of a fair shake in a realistic environment. It is not Disneyland out there for people in search of a quality job.

  2. RK says

    What word or phrase does an “expert” use in place of “expert”, i.e., I’m looking to return to an area that I thrive in and have received numerous rewards after having been away from it for 5-6 years.
    Thank you for a reply.

  3. Eric Vaughan says

    As a frustrated job seeker, I have come to the realization that being educated and having the skills and solid degree make a huge difference in your attractiveness to employers. Pick your degree wisely. I am having a hard time finding a job.

  4. Bill Collins says

    I agree with a few comments. I, myself, have found I can be too loyal. I’ve stuck around longer than I should, and been laid off, not due to a terrible lack of good work ethics or initiative, but due to being there when the employer changed their work structure. I can’t imagine my being laid off two or three jobs in a row is a positive thing. Sometimes it’s better to move away, from a job before “you’ve outgrown it” not the other way around.

    American companies no longer value “loyalty” over their bottom line. Loyal employees such as myself end up suffering.

  5. Scott says

    Bruce is exactly correct. Too many companies themselves create a non success atmosphere where their expectation of a new hire should fix each and every problem that hadn’t been fixed perhaps by the previous employee.
    A 100% commissioned sales person is a classic example.

  6. Sue DeVore says

    I agree with Bruce and Scott. I have been a loyal staff member for many years and after finding myself unemployed due to being laid off, I had to change careers. I guarantee I won’t be there long because it is commission and I am not good at closing the deal. Does that make me worthless? I think not.

  7. Sophia says

    Too many jobs is not necessarily a red flag. Not even talking about the cases when employee is forced to move out. Here is an example of ‘jumpy’ background.
    A person works as a consultant and every job is temporary and is limited by a term a project. Once the project is delivered or terminated a consultant has to move to a new job. It would be surprising not to have a ‘jumpy’ résumé being a consultant. I would say there should be more questions about consultants staying at the same job for many years .. Why don’t they convert into full time or being promoted?
    And of course supporting comments above I would prefer to move to a new job over being ‘loyally’ laid off and stay on the bench looking for another job or loose my time at leading to nowhere position. Recruiters and employers should also consider that changing a job requires more skills, energy and aptitude vs quietly sitting at the same spot for years. And of course finding your ‘best fit’ job may require changes

  8. Deomatie says

    I don’t agree with only a one page resume. Sometimes to give the employer reason to seek you out you have to have exact skills they are looking for. Have you ever looked at some of these job postings how long they are and the specific skills they are asking for? To respond to all that you have to have a 2-page resume. With so many candidates available you have to have a perfect fit for the position before you get any response.

  9. Barbara says

    It’s a little scarey to think that our future careers may be in the hands of recruiters who have limited or biased beliefs.

    As several mentioned previously, job shopping is not in itself a bad thing. Although it might represent the person who is never content, it may also depict the person who has outgrown the company he’s been with, and they are simply going after what they want. Hiring someone who is results driven is not necessarily a bad thing when you have them on your side.
    The recruiter needs to appreciate this quality and then ask themselves if the company is one that values good people. If so, they might make a wonderful match.

    People also have different personalities, and often fit the type of work they do. A Technical person for example, may not find boasting about his results a natural thing to do. A recruiter may need to look a little deeper … into the type of work that person has done to see the whole picture, or imagine what they can do for a company. They are just not going to put it out there the same way a sale type might.

    In my past, when I’ve been a part of the interview process, I have often been pleasantly surprised with the person who doesn’t have the degree or book knowledge. So many companies now are asking for degrees… often not even in the same field. I find often the ones who have been doing the work for years or have a natural passion for it make the better candidates. It’s a shame that many recruiters and employers so often overlook this.

  10. Catherine Ohanele says

    The information contained in this article tends to suggest that the focus of the recruiters is on American born citizens who studied here and started there careers here. It doesn’t seem to have any consideration of foreign born citizen/residents who despite their ages, education and work experiences come here to start life all-over. Such individuals start with odd jobs while going to school or studying for certification. They may have couple of different jobs while in the transitional period just to make ends meet; sometimes for short time interval. That doesn’t mean s/he doesn’t know what s/he wants, or cannot commit. It is a process of survival, adaptation and integration in a new and highly organized society different from his/her mother country. On another note, tripping on something during interview could be attributed to cultural orientation. Some cultures such as American, encourage and foster verbal expression and articulation of individuals views from childhood, while others do not. For those who are just getting used to that, they may not be very articulate in describing what hey have done but can be the best in doing it, anyway. That they trip on their job description or outcome doesn’t mean they didn’t do it.
    I don’t have doubts that recruiters have genuine encounters of people who cannot commit to their jobs, have short term jobs, or tell lies about their accomplishments. The point I am making is that they should also be aware of systemic and cultural differences that affect foreign born individuals and device a means of integrating them into their desired work fields without bias caused by these factors. I am talking out of experience. I did a couple of jobs while pursuing my bachelor’s degree which were unrelated to my passion. It was only during my master’s degree that I moved towards my passion by doing work study and internship after my graduation.(As well as early morning job in an unrelated field to enable me pay my bills). My performance in my positions amazed my supervisors who would give their good references any day to my prospective employer. But here I am still unemployed due to some reasons – maybe “Jumping Around?”

  11. Rebecca Baeza says

    Well said Sofia. Beware of “startups” with limited perspectives and arrogant attitudes that demand “loyalty and commitment”.

  12. Michael says

    I also agree with the comments above. I have had a few jobs in a few years. The reason: I get hired in to solve problems quickly, and then to establish the policies and procedures to implement strategies. When it comes to layoff time, I’m on the list, as organizations decide that I’ve solved the problem and, therefore, am expendable.

  13. Jack says

    I think the main article makes some valuable points — and so do all of the posted comments, many of them apparently from people who are in my own exasperating situation.

    A big problem that all of us are up against is the catch-22 of “not telling enough” (in which case you’re assumed to be “not qualified”) vs. “telling too much” (then you’re “overqualified”–assuming that the recruiter/hiring manager/PR flack who’s supposed to be evaluating your app isn’t “too busy” to bother to read any of it). If you don’t list something, it’s just assumed that you’ve never done it or can’t possibly do it, or learn to do it in your first morning on the job.

    Worst of all is the common practice of initially screening apps electronically before human eyes ever see them, with a computer that’s programmed to require certain (well-guarded, top-secret) words, and reject applications with certain others–and delete any applications that omit the former and/or include the latter. Wouldn’t it be nice if a hacker did something useful for a change, and posted these word-lists on the Internet? Most of us would happily pay a modest monthly subscription fee for access to that priceless list!

    The stonewall seems to be intentional: an obsessive search for arbitrary “disqualifications” for a job so narrowly and inflexibly defined that NO applicant is likely to “qualify,” instead of a (much more sensible) attitude of, “Hmmnn. This applicant looks very interesting. Let’s look deeper.”

    Lots of companies also have an unspoken policy of refusing even to consider applicants who are not currently employed (who would have a stronger incentive to perform above and beyond requirements than someone who really NEEDS the job?). In other words, they’re delegating the selection process to “the market,” rather than making their own evaluations. And, in effect, they’re looking for people who are willing to betray their current employers and jump ship. What sensible company would be looking to hire people like that–who may do exactly the same thing to THEM?

    ‘Nuff said! Thank you, all of you, for your wisdom and commiseration! This has been great reading, and…well…great therapy!

  14. R Lynette Copeland says

    Thank you for the list. I made a couple of changes to my resume, in accordance with your comments. Hopefully, they will enhance my job-seeking experience.

  15. John says

    Bottom line is. Recruiters who screen candidates for a position feel a high level of power when chossing between many applications. If they are not having a good day, they will focus on finding the smallest mistake or something they dont like. Untill they gey get tired of looking and choose somebody that might not even be as qualified because of putting too many jobs, or worked at a company this recruiter doesnt like, but opt for “superb communication skills”. Let’s be clear here, it’s all of professional lifes that are on the line.

  16. John says

    What I am trying to say is that I have heard it all, my professional recruiters. Two pages is acceptable, do not put more than one page, Microsoft Word is a must, do not list Office experience, and so on while they contradict each other. Truth is there are no set of rules. When you apply to a position you are subjected to the recruiter’s “biased” judgement on weather you get a chance or not. You might get lucky, you might not. “You can be the best candidate, but you listed Microsoft Office experience, I’m not so sure anymore”. That’s riddiculous.

  17. Laurie says

    I agree with most of the comments posted here. I work in a project based industry – many of my jobs last a few months to a couple years and my résumé reflects this reality. The fact that a lot of companies have gone from offering full-time positions to project based temporary positions has been totally overlooked by the authors of this article. If I were to send my résumé to a company outside my current industry then I suppose it would get tossed in the trash can due to the 6 or 7 jobs I have held in the last 10 years even though I have 30 years of experience and am an “expert” in my field. I have even worked for the same employers more than once due to the temporary nature of the industry. I have two bachelor degrees and some graduate work under my belt, but apparently this means little if I have more than two jobs listed on my résumé. I am basically self-employed and do whatever it takes to keep a paycheck coming in. This means that I am well versed in many aspects of my industry, but it’s almost impossible to make my résumé reflect this without going over the “one page” rule. I have formed my own company and lump many of my projects under one umbrella which helps save space on my résumé, but raises questions during an interview. I have companies call me often to work on various projects which is nice, but I would love to have a real full-time job where I could stay long enough to retire from. I have redone my résumé so many times trying to consolidate my projects, but at what point does it become inaccurate by doing so?

  18. Chris says

    I have to agree with Jack. I think the bigger problem is the culture of hiring. Whether you call it Human Resources or Talent acquisition or Human Capital, the way in which the system has been designed is flawed in so many ways.

    You would assume with all the technology we have now companies would be better at screening and finding the right employee. Instead, that same technology has given companies the ability to hide behind it and cheat themselves out of finding the solution to their problem. How many of you have received the dreaded email that contains the phrase “while your accomplishments are impressive, we have decided to pursue……..”. Or how about the disclaimer that says “while we appreciate everyone who takes the time to apply, only those who qualify will be contacted”. Wow!, what a cop out. If you can’t be bothered to confirm that you received and viewed my resume and word it in a way that doesn’t sound, verbatim, like the other 5 companies you compete against than I have to wonder why I’m even applying.

    And even if you manage to find yourself in the small data set the company’s algorithm deems appropriate it would appear, given the 12 expert suggestions above, that another round of human, biased skimming takes place in order to push you into the next round of elimination.

    I understand HR must be facing challenges in an increasing workforce. And I’m sure there isn’t an easy solution to fixing it. But maybe 2014 is a good time to start thinking about how we can put the “human” back in Human Resources.

  19. Joel Haynes says

    Job searching is so different today. To think that my getting a job interview would depend upon a guy that does not like my email address is scary.
    I have never had an interview that i was not offered a position. Getting an interviiew is like pulling teeth.

  20. Elizabeth says

    I have to question a couple of these things, first of all ‘objectives’. Are you stating that objectives should not be used on a resume?

    Secondly, due to the lack of jobs and incidence rate of layoffs, it makes it mandatory to have more than one page to enable listing my past employment to my last job that lasted more than 2 years. Are you stating that isn’t an advisable practice for my resume?

  21. Laura says

    What are you supposed to do on a resume if you have been out of the work force for 12 years or more as a stay-at-home mother and were formerly in one career and now how gone back to school to become certified in a totally different career. I am seeking a job in that new career and my former work history is so old and doesn’t pertain to my new career at all?

  22. Mary says

    I have a two page resume and I am not sure if it is a good thing or a bad one. As an older woman I am afraid to leave out the earlier jobs in my history that show where my knowledge came from. My first employer of 13 years gave me most of my education on the job as I worked my way up through different levels of responsibility. It also shows my loyalty as well as my flexability. I do know that I seem to get most of my interviews from recruiters rather than from direct employers. Sometimes from a resume that has been out there for a while. So now I concentrate on dealing with recruiters. I have found that I am usually offered higher pay from recruiters anyway.

  23. says

    Agree with Anson Sowby when saying “Too many jobs”, but only if the individual stays less than 3 months in each like John Berkowitz suggests.
    On the other hand, would you hire someone who spent 20 years doing the same thing in the same company for the same market? I wouldn’t for sure.
    Several different experiences in different companies bring along a skill set and an exposure to as many different corporate cultures and market (both domestic and international), and a guaranty that the individual will be able to adapt to almost any environment.
    What was true 15 years ago is not anymore, and in today’s economy, 3 years in a lifetime. Most companies nowadays are created with a 5 to 6 years life span with the exit strategy in mind right from the start, and it usually takes two waves to bring it there: first wave to get the initial round of funding and launch the company, and second wave to get the second round of funding and prepare for the sell out.

  24. Jeff Bahls says

    I think the comments I read are more adept than the article itself. Here is just a list of things I have noticed. I’m a disabled vet, so I can’t seem to find a job. I have initiative in everything thing including going and getting more schooling. But if you don’t pay out the extra money for the ‘certification’ with the EXACT verbage you don’t get looked at. Today I went to a job fair, I was 1 of 5 that pre-applied, I was 1 of 2 older that were pulled out and told our skills arent a match. Really, we were the only two that came properly dressed and filled out the application online. Microsoft expert??? I know school teachers that can not operate Word let alone excel. I speak two languages yet that doesn’t matter in our global economy? I have literally worked myself out of 2 jobs. I continually find myself doing a better job than my would be supervisors, I seem to intimidate them because I actually know things. If you think outside the box, you get cudos because the problem will be fixed, but then you are laid off. Its disgusting that SAT scores 200-400 points lower than me are more ‘qualified’ for general labor work. Its disgusting.

  25. Joe says

    Regarding Issue 6 – Hotmail email address…Really?? The choice of email address such as this is an issue? I think this is egregiously shortsighted and ignorant. No recruiter I know of could care less.

  26. says

    I agree with the comments above, first of all the people deciding for what’s a resume killer are not looking at reality. Myself I don’t believe in loyalty as companies will let you go in a blink of an eye as long as they can save money, you are expendable.
    Also having several jobs in the last few years, they only think that the employee is the bad one?? I held a job for seven years, one day we got bought out, so my position as a project manager was not needed anymore, so I got demoted by the new company, so I was offered a good position with a promising company, I went and after my first day working from 7am to 11pm, Monday to Monday and spending my nights on the phone with overseas on company business, I was let go as I was allowed to sleep only a couple hours per day, right there, I faced a merger, demotion and within 3 months I was let go. Git another job, I know it does not look good in paper but was I supposed to stay after demotion?? Then what about working that many hours with no pay?? I disagree with some of the ideas provided as a standard resume killer. You are hired to do a job and once you are in, they hit you with the untold part of the agreement. People have to make a living and move on it is up to the individual to survive, the companies don’t care whether you live or die, loyalty is long gone and so the people that cared, do you agree with working 12 to 15 hours per day and at review time you get 3% the same as the slacker in the office next to you??? This is reality!!!!!

  27. Mike says

    I spent 5 years on the other side of the hiring table. Like many others in financial services, I found myself out of work a few years ago and have been scrapping ever since in an effort to get by, much less get back to where I was at one point.

    Right or wrong, much of what the authors are saying is absolutely true. Like it or note, Hotmail and AOL accounts ARE a sign of someone who struggles with change. And there are also maturity questions in the email addresses of other applicants; the guy with “ganjaking69″ as his email handle is a much larger risk in terms of professionalism than the applicant who simply provides their name. And multiple job changes in a short period of time CAN be a red flag as to an employee who’s never happy.

    Yet those kinds of things should be just that; red flags for further investigation during an interview, not disqualifiers that prevent you from even getting a foot in the door. I’ve had recruiters and interviewers flat out tell me that they aren’t passing me on to the next level because my past experience/salary is too high.

    I’ve never understood that philosophy. If I’m willing to work for the salary you’re offering then aren’t you as an employer getting a bargain? My best employees were people who frankly were overqualified for the job I was offering. Yet as long as I interviewed them fully and provided them with clear expectations going in, as long as they’re satisfied with the salary I considered myself lucky.

  28. Sankar says

    I strongly disagree with the point that a Hotmail id / aol address describes the candidates limitations … It could very well mean that the candidate is well organized and has been able to maintain his mail account with Hotmail for a long time…. It could also be an indication that he is not a job-hopper …!!!

  29. James Horan says

    The fact is that by the time the average person turns 40 they have had 11 jobs after college.

  30. Denise says

    I agree that there is a reason people jump from job to job, how about they are temporary assignments. People are temps somtimes to gain more experience in a certain field, or there just isn’t enough fair wage jobs out there.

  31. LWells says

    If I had a company, I wouldn’t hire any recruiter who harbored such prejudice. Prejudice serves to help swiftly narrow the field instead of doing the hard work of finding out who has the best skills, commitment, and attitude. I’ve been in the workplace 25 years and can tell you that some of the absolute worst candidates are those who have stuck around one company – and sometimes they are very good candidates. Those who are always the last one in are often the first one out if the company needs to save money. This can become their work life, especially these days when companies have no loyalty to employees and view anyone who has less than a year at the company as disposable if the company needs to save a buck. These recruiters need to look at sites such as BullyBusters.org to gain insight into the real work environment. But HR personnel tend to flee from such knowledge. The fact is that those who are often shoved out of companies are the ones who are most skilled. Why? Because someone views them as a threat. Usually that someone is a long-term employee who feels safe because they have contacts in the workplace, including HR. My skills are top notch and hence I stand out. I also have an adult personality, which is not always the norm and also makes me stand out. But HR is sometimes the problem when they deliberately search for less qualified so as not to “disturb” other employees (I’ve seen this happen). When I start my own business, HR will not hire a single person. If you want the best, you have to go through resumes yourself, interview the best candidates, and make the final decision.

  32. Karon DeShields says

    It can be very overwhelming job searching. The tables are turned and those who possess a formal education (even with skills) are fighting an uphill battle in comparison to the local guy or girl with no educational background who has an insider assisting them. It’s an employer’ s market and they are taking advantage of it! What ever happened to hard work and determination which is suppose to get you somewhere in life? Rhetorical question…smh

  33. Larry Clifton says

    Many of the points listed have merit. There are several that I question:
    1. Too many jobs – As a hiring manager, when I saw a lot of job, I asked it the person was a contractor. I have had many contracts of 3 to 6 months. I also had a 3 month contract that lasted 3.5 years.
    3. MS Office – the job description says that MS Office knowledge is required or preferred. I have MS Office and several other keywords in a formatted table at the top of my resume. So, when the resume is screened by a computer, the keywords (many of which were listed in the job description) keep my resume from landing in File 13.
    6. Email address. – Something current like….? Give a hint at what you see as acceptable.
    7. Short term jobs – as stated by someone earlier, a contract is for a specific time period. When that project is done, your expertise may no longer be needed or there is no money with which to pay you.
    9. Two Pages – As one person stated, sometimes the experience that you have that matches the job description requires two pages to be listed. I got a resume that was 13 pages long, had 5 different font styles on the first page, and the same spelling errors (Excell rather than Excel) on all 13 pages from a cut and past exercise. The person didn’t get the job due to his lack of relevant experience, not has long resume. If a “hip” person throws away my 2 page resume and does not consider me for the position for that reason, I probably would not have liked the job.
    12. Everything you’ve ever done – If I listed all that I have done as a programmer, programming manager, software quality assurance analyst and SQA manager, it would take well over two pages. I usually show 5 to 10 years on my resume, depending on the job requirements.

  34. Margeaux says

    I find some of these on point, but as with all things…. it is VERY dangerous to use a sweeping statement for EVERY candidate and job. In particular, as you age or have special focuses on your degree, the “one page” resume is probably not going to suffice, especially if you have great experience in your last ten years. It is not uncommon for people with 20 or more years of experience to have 2 pages. While a resume doesn’t need to be a diary, it does need to reflect skills appropriate to the job and focus on content rather than length.

  35. marketha says

    I Believe that when we begin to have hiring personnel who have preconceived notions (particularly negative ones) then the company begins to suffer because these managers/gatekeepers are limiting their talent pool and are quite possibly resisting some of the best talent out there due to their own bias.

    I have been an HR professional for years now and have recently been a consultant as it allowed me the freedom to care for an ailing parent. Now that I am getting a solid footing back into a committed role with a company I would hate to think that my resume would give red flags since I have worked consulting positions (i.e. more than one place of recent employment), and my resume is more that one page long; I’m not new to this work and in order to properly address the desired skills of the asking position and in a greater effort to accurately describe my accomplishment, it will take more than one page at my career level.

    Perhaps these companies should focus more on building a solid and unbiased HR foundation and they will undoubtedly build a solid corporation as they will see a greater and more solid employee base.

  36. Coletta says

    I agree with most comments above. The 12 things that can ruin your resume are not realistic and extremely narrow in today’s world. I have been in the same field, real property law and title for over 40 years, having different titles and employers. My recent short experience has been the result of layoffs due to volatile real estate market, and my companies or departments being eliminated, and therefore I have had about 6 jobs in about 8 years. Of course some of that is going to multiple new companies with my bosses from other companies, whereby those prior companies have been eliminated. Example, 1 boss – three different employers. I agree with most above, a “recruiter” should be looking at person who is qualified for the position, if not overqualified, if they are doing their employer a service, as opposed to a particular set of biased rules that do not apply in today’s market. I am also looking for a position in my field, and it appears getting in the door is the biggest obstacle. I have never not been given a job I interviewed for, it is just getting that interview. The 12 resume killers give me an idea on the unrealistic expectations that are out there and perhaps why I may not be getting the calls for positions that I am well qualified for. I only have a couple of the 12 (Hotmail address, short time at jobs) It is shameful that a company could lose a great and qualified employee because of these items.

  37. Christina says

    Definitely my new favorite job hunting website with the best advice and guidance! Thanks Doostang! Why haven’t I heard of you sooner?

  38. says

    For many years I worked as a senior design draftsman. Engineering companies handle typically one large project at a time. When they acquire a project they rush around to hire the designers and draftsmen they need to handle the project. When the project winds down they lay everyone off. In the meantime, another firm will have landed a project and raids the company just ending a project to acquire their trained staff. This is usually how we get a raise. So, as competent, hard working designers and engineers, we move from company to company as the projects move around. Don’t blame us for having too many jobs, we get them because we are good at our work. Blame the companies for not having continuity in their big projects. Many work forces are mobile, not through a lack of dedication, but because the system is set up that way. It seems to me that HR people who criticize mobility are themselves ill prepared to handle their job of hiring good people by not learning how the job market works! Also, as a freelancer, my work goes from project to project and company to company, Most are short term, and I am somewhat an expert in my field – which is why I am successful at it. So, all you HR people out there, don’t just use a checklist, don’t just look for university graduates with not much experience, do a bit of in depth analysis and find the best, most competent, and most experienced person for the job!

  39. Marie says

    I’m enjoying the comments and insight here. I’m just curious if age is a factor too. Are there any HR people out there willing to admit that age is a factor as well? I am 50 with 27 years in the graphic design field. I have resorted to applying for production jobs that I am over qualified for for salaries less than what I earned 20 years ago and I am not getting much interest. It is definitely an employers market and I would really encourage the HR people out there to consider the bargain. At my age I am just looking for a long term position with benefits…not a temporary job until something better comes along.

  40. martha cheshire says

    I am an odler worker (63) who has worked primarily for small oil and gas indepednents. They are volatie and turbulent but you learn a lot and it is a lot of fun. I have over 40 years in the business, am degreed and have 2 professinal certifications. Age and experience is working against me, especially when you are talking to a much younger person. I stilll have a lot to offer,and am currently working contract. Please don’t discount the older wokrer. Yes, you ca hire the 30 year olds for half the money but they don’t know nything except systems and gadgets. Tey d on’t know how to think, analyze, problem-solve or be resoureful. Thus, us old dinosaurs are brought back in to fix it and train the young. And i have to work to keep my resume at 2 pages. I agree that any more is useless but you can’t convince me that a 1-page resume is appropriate except for a newbie.And rather than have the scan for buzz words approach for resumes, why not meet with the people? That’s where you really get a feel for someone and their abilities.

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