2016 Survey Results: What Recruiters and Hiring Managers Really Want in a Resume

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What recruiters and hiring managers really want in a résumé

Survey opened November 13, 2016Survey closed December 22, 2016

121 total responses

https://talentcounseling.com/

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Q1: I am aAnswered: 121 Skipped: 0


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”Other” answers include…- Director, HR (x2)- Corporate TA leader- Talent acquisition manager- Internal recruiter- Contract recruiter- Faculty- I was a recruiter now am the founder of a startup in the

people tech space- Retired- General manager of a small property mutual insurance

company


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Q2: What industry are you in?Answered: 100 Skipped: 21


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“Other” answers include…- IP network security- Consulting - life sciences- Architecture and construction- Supply chain, logistics- Staffing- Insurance (x2)- Food distribution- Engineering- Entertainment- Retail/Fashion (x6)- Information technology- Public relations- Defense (x2)- Construction


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Q3: I prefer to receive résumésAnswered: 121 Skipped: 0


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”Other” answers include…- Does not matter- Via the company website’s applicant tracking system

in .docx, .doc, or PDF format (x2)- Word doc if sourced and same if via ATS from post- Any word or PDF attachment, or via applicant tracking

system


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Q4: I have eliminated a candidate because their résuméAnswered: 114 Skipped: 7


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Q4: I have eliminated a candidate because their résuméAnswered: 114 Skipped: 7


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Q5: Applicants with 15 to 35 years of relevant experience should only focus on the last __ years on their résuméAnswered: 121 Skipped: 0


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Q5: Applicants with 15 to 35 years of relevant experience should only focus on the last __ years on their résuméAnswered: 121 Skipped: 0


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Q6: If the job description calls for a degree, would you still call a candidate who meets the experience criteria but does not have the required level of education?

Answered: 120 Skipped: 1


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Q6: If the job description calls for a degree, would you still call a candidate who meets the experience criteria but does not have the required level of education?



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Q7: I prefer it when candidates use the résumé to explain any valid gaps in employment (i.e. laid off, career on hold to raise children, etc.)



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Q7: I prefer it when candidates use the résumé to explain any valid gaps in employment (i.e. laid off, career on hold to raise children, etc.)



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Q8: Quantifiable accomplishments using details of an applicant's contributions to company profitability, problem solving, or productivity should always be included in a résumé.Answered: 120 Skipped: 1


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Q8: Quantifiable accomplishments using details of an applicant's contributions to company profitability, problem solving, or productivity should always be included in a résumé.Answered: 120 Skipped: 1


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Q9: Applicants should provide very detailed descriptions of more recent or relevant experience, and less detailed descriptions of older or less-relevant experience.Answered: 121 Skipped: 0


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Q9: Applicants should provide very detailed descriptions of more recent or relevant experience, and less detailed descriptions of older or less-relevant experience.Answered: 121 Skipped: 0


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Q10: At what level do applicants need to start communicating their personal brand in their résumé?Answered: 119 Skipped: 2


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Q10: At what level do applicants need to start communicating their personal brand in their résumé?Answered: 119 Skipped: 2


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Q11: A résumé should beAnswered: 121 Skipped: 0


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Q11: A résumé should beAnswered: 121 Skipped: 0


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Q12: Which of the following do you review when evaluating a candidate's fit?Answered: 121 Skipped: 0


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“Other” answers include…- References- If they have the minimum years of experience needed and meet the requirements- Github account for engineers- Any and all communications you have had with them, as well as how they interact with

anyone from the company they come in contact with. Also, try to do backdoor references- Combination of resume, phone screen- Digital video interview- Executive assessment results from a hired vendor- Answers to our role specific application questions- My network- In-person presentation- General appearance, knowledge of subject matter, learning ability, people skills- Teachability index is something I go through with every candidate to determine fit


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Q13: If a résumé or cover letter contains relevant hyperlinks, IAnswered: 119 Skipped: 2


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“Other” answers include…- Depends on information needed - usually not- Sometimes click them- Depends - case by case (x2)- Only click them when additional information is needed, aside from the

resume/cover letter- Will click on them IF very interested in the candidate- It depends on the position and amount of time I have to review- Depends whether I feel it will give me additional needed information that I'm

looking for on the resume- Do not click for all 3 reasons depending on the situation- I do not click. It is more of a face to face issue. Anyone can look good on the

internet and on paper. It comes down to people skills- Only click if relevant and the additional info is necessary


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Q14: Regarding cover letters:Answered: 120 Skipped: 1


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“Other” answers include…- I only read them if the resume is good but I still have questions that the cover letter may address- Depends on position I am recruiting for- I read them if they are short and concise and have information relevant to job- no selling fluff

needed in a cover letter- Occasionally I read them, usually if I'm looking for extra information, for example if there are gaps in

the resume- I never read them- Depends on the nature of the particular position- Usually read them if they are included- Occasionally- I skim over them looking for anything not on the resume- I only read them if I'm confused as to what the applicant is looking to do based on their resume- I read them and compare to my phone screen - to add to question 15. The cover letter needs to

match the position for which they have applied for- It depends on the candidate and position- Read them if they have unique experience and the cover letter adds clarification/context- I only read them if I like the resume, but there is some gap or something that requires further

explanation- They are not provided from HR


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Q15: If you always or sometimes read cover letters, does who the letter is addressed to effect your opinion of the candidate?



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Q15: If you always or sometimes read cover letters, does who the letter is addressed to effect your opinion of the candidate?



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Q16: My top résumé pet peeves areAnswered: 121 Skipped: 0


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“Other” answers include…- No description of company, assuming reader knows employers- Generic, not specific to the position- Poor and inconsistent formatting- Not well formatted; I am not expecting an art directed resume, but some thought about

presentation- If the objective states that the candidate is looking for a job with a company other than mine

(states wrong name of company)- Elimination of their address or location- No contact information- Company specific acronyms- All of the above- Written with expertise stated and not chronological with companies listed- Doesn't contain a personal branding statement after the header- I want to check "reads like a job description" more than once. It tells me nothing other than

a candidate can copy and paste- Becomes too conversational- Lack of transferable and required skills for the position, 2) Lack of proof statements...verbs,

industry recognized data and measurable accomplishments


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Q17: What are the most important factors when you are assessing a candidate you have interviewed?Answered: 120 Skipped: 1


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“Other” answers include…- Have they researched the firm, the job, the competition- For engineers side projects which are an indication writing code is enjoyable for them and

that they are driven- Academic credentials - depends on role being filled- Listens closely, answers questions with specifics not generalities, has given thought to and

can articulate what they hope to learn/accomplish/grow to in a position with our company- It really depends on the specific role I am hiring for...at a minimum - direct exp., cultural fit,

communication skills- Collaborative/able to work well on teams/leaves ego at the door; emotional intelligence and

maturity- Ability to recognize areas of development and how the position supports those areas- Depends on position but most of time I want to know how they think. Just about anyone can

do just about any job in time but I want the outlier not the best actor or status quo- Maturity, self awareness, ability to influence without authority

- Evidence of being able to quickly acquire the necessary skills for or on the job- People skills, if they treat others as they want to be treated


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Q18: A résumé and cover letter are always well received, even if there is not currently an open positionAnswered: 121 Skipped: 0


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Q18: A résumé and cover letter are always well received, even if there is not currently an open positionAnswered: 121 Skipped: 0


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Q19: Applicants who follow up on their submission improve their chances of landing an interview.Answered: 119 Skipped: 2


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“Other” answers include…- Very rarely, only if they are very qualified and somehow slipped past me and they brought themselves to my

attention- Depends on timing, method, experience- False, if their resume is not a fit, they won't improve their chances by following up- True only if they are qualified- I am likely to speak to this candidate quickly- Neutral- It is true if they follow up the right way, kindly, and continue to sell themselves definitely helps- Only if the candidate meets the qualifications- I find this to be true - if they have the experience required for the position- If they are an employee referral- They have to have a distinguished level of accomplishment relevant to the key selection factors- No, I make sure I track my applicants and candidate progress carefully and follow up with updates. Follow up

emails or calls let me know that they are still interested, but doesn't effect their chances- Only if they are qualified- Not really how contract recruiting works as the firm does not control the interview- If they don’t follow-up too much- Most powerful is when they follow-up through your network (e.g coworker)- True, as long as they do not "hound" the recruiter or hiring manager- There are companies that have blacklisted individuals and try to blacklist them throughout the industry. Many

of the major corporations do to lower the talent pool. It is quite scary that companies are able to do so- True, if contacted via email


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Thank you for making the time to participate in this survey!Robin Brodrickwww.talentcounseling.com

Career

2016 Survey Results: What Recruiters and Hiring Managers Really Want in a Resume