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!
