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How To Make A Resume that Would Impress Every Recruiter

How To Make A Resume that Would Impress Every Recruiter

The most common stat on “amount of time recruiters look at a resume” is six seconds,[1] although it’s probably somewhere between those six seconds and 15 seconds on the high end.[2] Regardless: it’s not a lot of time. Your ability to advance in your dream job search starts with a process that takes less than the time it takes to scramble eggs (and significantly less, too).

Because of the 6-15 second screenings, your resume needs a different approach. For years, the conventional narrative was facts: job titles, tenures, education, etc. Now a resume needs to be more. It needs to be a narrative, because a narrative will convey who you are. Facts can’t do that. Employers want to know who you are — and whether that person is someone they’d want.

In those 15 seconds, then, you need to make that employer remember you and want to advance you in the process. But how exactly are you going to do that?

Start with How You Want to Be Remembered

Sit down and write this sentence down: I want to be remembered in 15 seconds as ________.

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Then get to work on filling in the blank, which is going to be your narrative. After someone who’s never met you considers your resume for 15 seconds, what do they need to be thinking about you?

As you begin to think about this question, here are a few tips:

  • Think about what you consider to be your most impressive experiences to date (name of college, brand-name company, etc.)
  • Think of a few lines about your biggest projects, research work, or anything else. Companies increasingly want to see what you’ve done instead of where you’ve done it, so put these together: ever led a study? Managed a marketing campaign globally? Donated/volunteered/raised money/etc.?

Make Every Word Count

Some estimate that up to 50% of words used in a resume are irrelevant to the position being applied for, and there are certain “trigger” words that HR and hiring man agers always cringe about.[3]

Brief and Powerful

Think about your accomplishments and succinctly define them. Remove irrelevant information or anything that seems too buzzword-y (“data ninja”). Remember: this should only be about 1 page.

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While you can’t lie about accomplishments, word choice matters immensely here.

For example, “summer intern” means nothing to most hiring managers. But “summer marketing strategist – intern role” might mean a lot. Similarly, “created presentations” doesn’t mean much —  but “designed a curriculum and presented to an audience of X-amount” might.

Visualize Your Words

The other key concept is to add qualifiers to help the resume reader visualize the situation. When you gave a presentation, how many were there? If you managed e-mail marketing for a company, how many countries are the emails sent to? How many on the mailing list?

Have you ever coordinated a team’s “first” of anything? (i.e. first team-building retreat, first audit.) Include that. If you’ve managed others, note how many: “Managed a team of 12 to results including 163,000 new subscribers to the service.”

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Specific, quantifiable, and brief. That’s the sweet spot.

Show Some Personality

Include some extracurricular activities, passions, and interests. Also tailor your resume to each application and drop something in that might show why you want to be at that specific company.

Here’s an example that takes some work but is worth it. Let’s say you really want to work at Company A. You do some research about a position and go on LinkedIn to find the hiring manager. On his profile, it’s clear he’s into horses. You also like horses and ride a lot! You could work this into the cover letter, but there’s no guarantee he’ll read that. The resume he’ll likely scan. In your “About Me” or “Extracurriculars” section, lead with “Horses” or “Horse-riding” or however you want to define it. You just showed your real self, defined your personality, and forged a connection with the hiring manager. Triple win!

What Not to Miss in Your Resume

  • A resume should be about 1 page —  with an absolute max of 2 pages.
  • Basic fonts (Arial, Times New Roman) and sizes (10-14). Basic margins (1 inch) too.
  • Do not include a photo. This can work for acting/modeling jobs, but for almost every other type of job, don’t do it. It can turn recruiters off (there are diversity issues within the idea of including a photo) and a bad photo could get you rejected even if everything else is a perfect fit.
  • Use a PDF format because Word can change across different platforms.
  • Spell-check repeatedly or have 2-3 friends read it for errors or any misspellings.

Remember: a Fact Sheet Will Never Be Impressive

Stay between the lines on all the formatting rules and expected professionalism. That’s your baseline.

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Make sure your resume tells a story — specifically, of course, that would be your story. It cannot just be facts, dates, and universities. Everything needs to be woven together into a story.

Show your personality and qualify (and quantify!) your accomplishments.

You have somewhere between 6 and 15 seconds, but if you follow this script, you should be able to drive a lot of attention and interest in your resume.

Reference

More by this author

Brian Lee

Chief of Product Management at Lifehack

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Last Updated on March 15, 2019

How to Be a Leader Who Is Inspiring and Influential

How to Be a Leader Who Is Inspiring and Influential

When I began managing people 15 years ago, I thought having a fancy title was synonymous with influence. Over time, I learned that power is conferred based on likeability, authenticity, courage, relationships and consistent behavior. When leaders cultivate these attributes, they earn power, which really means influence.

Understanding influence is essential to professional growth, and companies rise and fall based on the quality of their leadership.

In this article, we will look into the essentials of effective leadership and how to be a leader who is inspiring and influential.

What Makes a Leader Fail?

A host of factors influence a leader’s ability to succeed. To the extent that leaders fail to outline a compelling vision and strategy, they risk losing the trust and confidence of their teams. Employees want to know where a company is going and the strategy for how they will get there. Having this information enables employees to feel safe, and it allows them to see mistakes as part of the learning journey versus as fatal occurrences.

If employees and customers do not believe a company’s leadership is authentic and inspiring, they may disengage, or they may be less inclined to offer constructive criticism that can help a company innovate or help a leader improve.

And it is not just the leadership at the top that matters. Middle managers play a distinct role in guiding teams. Depending on the company’s size, employees may have more access to mid-level managers than they do members of the C-suite, meaning their supervisors and managers have greater influence on the employee and the customer experience.

What Is Effective Leadership?

Effective leadership is inspiring, and it is influential. Cultivating inspiring and influential leaders requires building relationships across the company.

Leaders must be connected to both the teams they lead as well as to their own colleagues and managers. This is key as titles do not make a person a leader, nor do they automatically confer influence. These are earned through trusting relationships. This explains why some leaders can get more out of their teams than others and why some leaders experience soaring profits and engagement while others sizzle out.

Eric Garton said in an April 25, 2017, Harvard Business Review article:[1]

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“… inspiring leaders are those who use their unique combination of strengths to motivate individuals and teams to take on bold missions – and hold them accountable for results. And they unlock higher performance through empowerment, not command and control.”

How to Be an Inspiring and Influential Leader

To be an inspiring and influential leader requires:

1. Courage

The late poet Maya Angelou once said,

“Courage is the most important of all the virtues, because without courage you can’t practice any other virtue consistently. You can practice any virtue erratically, but nothing consistently without courage.”

Courage is required in the workplace when implementing new strategies, especially when they go against professional norms.

For instance, I heard Lisa TerKeurst, bestselling author and founder of Proverbs 31 Ministries, explain her decision to move away from her company’s magazine. While the organization had long had a magazine, she saw a future where it didn’t exist.

In order to make the switch, she risked angering her team members and customers. She took a chance, and what started out as a monthly newsletter, has grown into a multi-dimensional organization boasting half a million followers. Had Lisa not found the courage to change the direction of her organization, they undoubtedly would not have been able to experience such exponential growth.

It also takes courage to give and receive feedback. When leaders see employees who are not living into the company’s mission or who are engaging in behavior that may undermine their long-term success, one must risk temporary angst and speak candidly with the colleague in question.

Similarly, it takes courage to hear constructive criticism and try to change. In business, as in life, courage is necessary for being an inspiring and influential leader.

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2. A Commitment to Face Your Internal Demons.

If you feel great about yourself, enter a leadership position. You are likely to be triggered in ways you didn’t think possible. You are also likely to receive feedback that may leave you second-guessing yourself and your leadership skills.

The truth about leading others is that you get to a point where you realize that it is difficult to take people to places where you yourself haven’t gone.

To be an influential and inspiring leader, you have to face your own demons and vow to continually improve. Influential leaders take their personal evolution serious, and they invest in coaching, therapy and mindfulness to ensure that their personal struggles do not overshadow their professional development.

3. A Willingness to Accept Feedback

Inspiring and influential leaders are not afraid to accept feedback. In fact, they actively solicit it. They understand that everyone in their life has a lesson to teach them, and they are willing to accept it.

Inspirational leaders understand that feedback is neither good nor bad but rather an offering that is critical to growth. Even when it hurts or is an affront to the ego, influential leaders understand that feedback is critical to their ability to lead.

4. Likability

Some people will argue that leaders need not worry about being liked but should instead focus on being respected. I disagree. Both are important.

When team members like their boss and believe their boss likes them, they are more likely to go the extra mile to fulfill departmental or organizational goals. Likable leaders are moved to the front of the line when it comes to being influential.

Relatedly, when colleagues feel management dislikes them, they experience internal stress and can spend unnecessary time focusing on the source of their manager’s discontent versus the work they have been hired to do.

So, likability is important for both the leader and the people she leads.

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5. Vulnerability

Vulnerability is critical for being an inspiring leader. People want the truth. They admire leaders who can occasionally demonstrate vulnerability. It promotes deeper relationships and inspires trust.

When leaders can showcase vulnerability appropriately, they destroy the illusion that one must be perfect to be a leader. They also demonstrate that vulnerability is not a dirty word; they too can be vulnerable and ask for a helping hand when necessary.

6. Authenticity

Authenticity is about living up to one’s stated values in public and behind closed doors.

Influential leaders are authentic. They set to live out their values and use those values to guide their decisions. The interesting thing about leadership is that people are not looking for perfect leaders. They are, in part, looking for leaders who are authentic.

7. A True Understanding of Inspiration

Effective leaders are inspirational. They understand the power of words and deeds and use both strategically.

Inspiring leaders appropriately use stories and narratives to enable the teams around them to see common situations in an entirely new light.

Inspirational leaders also showcase grit and triumph while convincing the people around them that success and victory are attainable.

Finally, inspiring leaders encourage the teams they lead to tap into their own genius. They convince others that genius is not reserved for a select few but that most people have it in them.

As explained in the article True Leadership: What Separates a Leader from a Boss:

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“A leader creates visions and motivates team members to work together towards the same goal.”

8. An Ability to See the Humanity in Others

Inspiring and influential leaders see the humanity in others. Rather than treating their teams as mere tools to accomplish organizational goals, they believe the people around them are unique beings with inherent value.

This means knowing when to pause to address personal challenges and dispelling with the myth that the personal is separate from the professional.

9. A Passion for Continual Learning

Inspiring and influential leaders are committed to continual learning. They invest in their own development and take responsibility for their professional growth.

These leaders understand that like a college campus, the workplace is a laboratory for learning. They believe that they can learn from multiple generations in the workplace as well as from people from diverse racial and ethnic backgrounds.

Influential leaders proactively seek out opportunities for learning.

The Bottom Line

No one said leadership was easy, but it is also a joy. Influencing others to action and positively impacting the lives of others is a reward unto itself.

Since leadership abounds, there is an abundance of resources to help you grow into the type of leader who inspires and influences others.

More Resources About Effective Leadership

Featured photo credit: Markus Spiske via unsplash.com

Reference

[1] Harvard Business Review: How to Be an Inspiring Leader

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