Maureen Crawford Hentz is a manager of talent acquisition, development and compliance for Osram Sylvania Inc., a lighting manufacturer. She is a nationally recognized expert on social networking and new media recruiting. With more than 15 years of experience, her interests include diversity recruiting, college student recruiting, disabilities in the workplace, business etiquette, and GLBT issues.
Jayne Mattson is senior vice president of client services for Keystone Associates, a career management company. She has extensive experience working in the corporate and private sectors of business; partnering with mid- to senior-level clients to support them in career transitions.
Bob Eubank is the executive director of the Northeast Human Resources Association (NEHRA). He joined NEHRA in 2007 and his background blends human resources with general business management, legal, information systems, operations and strategic planning.
What the professionals had to say ...
6. What made the résumé interesting? Did the person do anything unique to make their résumé stick out?
Mattson: The candidate's experience shows a versatile background.
Eubank: I would not say that any one thing made the résumé stick out. If anything, the variety of roles this person has had would probably make for an interesting story. A crisis shelter founder, town manager, and prep school officer in one career should make for an interesting interview.
Crawford Hentz: In the education section, take out dates. Its no ones business how long it took you to get through school and graduation dates can be used to discriminate against older applicants. In addition, I think just the degrees should be listed in this case. A 33-year-old scholarship is probably not relevant to the current job search, nor is the fellowship during the MBA. Princeton and Stanford stand on their own without the frills. Use standard construction — MBA, Stanford Graduate School of Business; BA, Political Science, Princeton University (although actually I usually see Princeton undergraduate degrees as AB, Political Science, Princeton University. Although the Princeton website indicates this (AB) is the title of the undergraduate degree, I know that people do not often use this construction as they think it may be confusing to résumé reviewers. Its not. Weve seen it before as many of the Ivies use this construction.)
Mattson: I'd remove the years from college education because this automatically ages a candidate.
Eubank: As mentioned previously, this is impressive. The only comment would be to add more information — activities, honors etc. Something that shows leadership and interests would also be useful to know.
Crawford Hentz: It needs bullets or easier to read paragraphs — the text is too dense.
I think this candidate would benefit from a competency-based résumé, with sections called "non-profit administration experience" and "town government administration experience." Im not sure where the facility manager job would fall, but perhaps in a section called "related experience."
I find myself with a lot of questions after reading this résumé oversaw school construction projects brings many to mind. How many? What was the nature of them? Did the candidate supervise the bidding processes all the way to the punch list? Also, I really dont like the verb oversaw — Id recommend manage or supervise, but again its a question of clarifying the scale of the role he took. 24/7 crisis management begs more questions — what kind of crisises? Facilities only? What was his role? Was he on a beeper? Part of what really turned me off on the "key competencies" section was seeing crisis management highlighted as one of the candidates 12 competencies and then seeing it buried in the description for a job the candidate was in only did for a year.
There needs to be some quantification, particularly in terms of people supervised and financial dollars managed in all jobs except for two and three.
For town government jobs, Im not sure that leading with served seven-member Town Council or served five-member Board is the way to lead. Id lead with the appropriate active verbs (not responsible for) and quantify.
Mattson: He needs to develop more results statements with the accomplishments and not have a narrative. You tell the story in the interview.
Eubank: The résumé only describes each job. It does not list any significant accomplishments (or only minimally). We want to know not just what the candidate did but what they did that was exceptional and successful. What difference did the candidate make in these settings? Why is this person exceptional?
Crawford Hentz: Typo in third jobs description (NCLB) grants, Worked should be (NCLB) grants. Worked Also in this same job description, candidate uses my. First person possessives dont belong in a résumé. In job six (proprietor) candidate uses first person. This whole sentence should be taken out, as its not related to the jobs heading. If its another job, it should be listed as such separately.
Mattson: The candidate uses some very good language in the résumé, but the formatting and layout needs improvement to capture a reader's attention.
Eubank: Good. No problems understanding and reasonably concise.
Mattson: With this résumé, I would like to see more progression of responsibilities and accomplishments in each role. You might want to use a hybrid style résumé that would be easier to show your skills. The format begins with a strong summary statement with accomplishments grouped by functional areas of expertise or skills within a particular position. The overall format of the résumé is chronological.
Eubank: The format is good, but it is not clear what prompted the move from position to position. Again, this is because we do not see a straight-line career path.
We took résumés from six different people looking for jobs and asked professionals to give us their opinion. See what they had to say.