Carolyn Shea-Morrone has been a recruiter with Boston Scientifics Global Staffing organization for the past eight years. She has helped support many of the company's businesses including Endosurgery, Cardiac Rhythm Management (CRM) and Interventional Cardiology (IC) as well as corporate functions which include: Clinical, Sales & Marketing Regulatory, R& D. Prior to Boston Scientific Corporation, Shea-Morrone recruited in the hospital setting.
Randy Stevens is the president and CEO of R L. Stevens and Associates Inc., based out of Waltham. R.L. Stevens is a national firm specializing in career management by helping professionals and executives pinpoint the right career opportunities and increase their market exposure to employers.
Radhika Rana, CSP, is a recruiting supervisor at Professional Staffing Group (PSG), one of the largest staffing firms in Massachusetts. In addition to managing PSGs recruiting division, Radhika assists non-profits, such as The Asian American Civic Association, with resume critiquing and mock interviews.
What the professionals had to say ...
11. Does the person provide enough information about their past or not enough? What should they have left out or included in their résumé?
Shea-Morrone: See question 8.
Stevens:The résumé is very responsibility-oriented versus detailing achievements and showing how those achievements made a difference in terms of organizational profitability, funding acquisition for research projects, regulatory approvals, team work performance, or pioneering new innovations.
Rana: The résumé definitely has enough information and valuable information which can certainly benefit the candidate.
Shea-Morrone: The "professional experience" section lists the same employer three times. In this case, the candidate has been promoted two times at his employer. He does not need to identify the employer three times as it is understood — he just needs to list the 3 different titles he's held.
Stevens:The résumé is too simplistic given candidate's rank, longevity in the workplace, and scope and depth of responsibilities.
Rana: The greatest flaw on the candidate's résumé is that the formation is off.
Shea-Morrone: It's easy to read and clearly identifies employer, position and length of time in position.
Stevens: The clean, crisp visuality of the document. It's an easy, fast read.
Rana: The best feature of the résumé is the candidate's work experience, education, and accomplishments.
Shea-Morrone: This candidate has provided enough information for a recruiter to pick up the phone and have a conversation.
Stevens: The candidate adequately sold himself in this résumé, if one is simply looking at baseline sufficiency. However, no, I do not believe that candidate successfully sold himself to a recruiter or high-level decision maker because the résumé doesn't show any differentiation of talents, contributions, or knowledge portfolio that would separate him from all others with the same qualifications.
Rana: The candidate can sell himself well to the market once he formats his résumé.
Shea-Morrone: The candidate should not include his age in the additional information he shares. Additionally the comment he makes regarding looking for a role that is more a match with his personality is a flag — he seems open for a similar, corporate environment OR a start-up — two very different environments. He needs to focus his job search based on where his skills will be best utilized rather than the personality match.
The candidate indicates that he is published and it would be appropriate for him to include another page which lists his publications/presentations/abstracts.
Since the candidate has been with his present company for 18 plus years, he may consider including an objective or a summary at the beginning of his résumé — not required but may be appropriate in his case.
Stevens: There absolutely needs to be a qualifications summary at the top which can include as part of its first sentence and objective alternative (to let recruiters and decision makers know what candidate is seeking in job role or functionality). Or, that job role or functionality target can be shown as a standalone header centered above the qualifications summary. Everything else flows well in terms of order of information presented. Not necessary to include references or upon request because it is already assumed. I would also bullet point the awards and put the award first, then the date. Also, bullet point the "publications and presentations" section as well, leading with the actual entities, then in parenthesis, the quantity of each.
Rana: I think if the candidate added his education and accomplishments on the first page of the résumé it would appeal more.
We took résumés from six different people looking for jobs and asked professionals to give us their opinion. See what they had to say.