Frequently I am asked to review resumes and I am glad to do it. More times than not, the individual will tell me, “I just had my friend review it, and they’re in HR, or they’re an executive, [or something similar] and they think it’s great”. Butterflies float in my stomach when I hear this, because, as a resume strategist, I’m most likely going to find aspects that need to be changed. It’s inevitable – that’s just what I do.  At times the changes are minor, but in many cases the changes required can be significant.

In the past when changes were significant, I would identify my recommended changes to the client, but they weren’t always convinced. Now I’m approaching the topic differently and providing clients with concrete reasons why they need to change their resume. Having been in HR since way back to the “Personnel” days, I’ve seen and lived the changes. Understanding these changes will leave no doubt in any client’s mind why and how their resume should be changed.

1. In the past Recruiters and HR Professionals screened resumes in full and kept them on file for future reference. We had the time and space to do it. When an opening came up, we reviewed the resumes on hand first before we posted a job. For every unsolicited resume that came in, we sent a note letting the individual know we had their resume and would keep it on file for three months. (Any Recruiter who remembers those days would agree, those were much more civilized times.)

• Now, time and resources have been slashed and resume volume has increased substantially; therefore, time to review resumes has reduced substantially. Often Recruiters have hundreds of resumes to review for a single opening. In many cases they have multiple openings, so they have to scan resumes quickly (approximately 20 seconds per resume) to determine if the candidate meets the criteria. Recruiters have “eagle eyes” focused on the position’s requirements and must use them to get though the significant volume of resumes. If your resume does not meet the scan test, it gets overlooked despite how qualified you may be.

2. In the past, companies typically hired for “fit” first, and then trained employees for the skills.  It was most important that new employees had the potential to work well with others and mirror the company’s values. A complete orientation was provided; there was a significant amount of money for training budgets and time to learn.

• Now, training budgets have been slashed, we have just in time (JIT) production for everything, not just manufacturing but all business processes. With significantly reduced training budgets and our global, fast-paced environment, new employees must hit the ground running with skills needed in the workplace. Therefore, you must display the required skills in your resume, where Recruiters can see them.

3. In the past, it was not often a challenge to find the right candidates. This was because companies had budgets and time to train, so finding candidates with the right “fit” was a much easier assignment than having to find candidates with the right “fit” and the exact skills.

• Today, with the expectation of finding a candidate with the right skills and internal fit, jobs are harder to fill. On top of this, when someone gives their resignation notice, their departure leaves a bigger ‘gap’ because companies are running very lean compared to how they used to operate. The pressure to fill roles is much more significant. Typically, if someone gives two weeks’ notice of termination, that is, in most cases, not enough time to gather requirements for the job, gain approval for the posting, post the job, receive and review resumes, and fill the position. For your resume to stand out, it needs to be branded effectively.

4. In the past, resumes were job-description-based, outlining duties and responsibilities of what you role entailed. They contained no information about how well you performed your responsibilities.

• Today, resumes must be accomplishment-based, outlining the results you have provided in previous roles. Accomplishment statements provide an employer with proof that you can “hit the ground running” and can answer their needs without ever meeting you. Resumes that have accomplishment statements quickly provide the information a Recruiter is looking for.

5. In the past, generic resumes were widely accepted, but for me, even years ago, the customized resumes and cover letters that demonstrated effort and insight stood out.

• Today it is expected that your resume is customized for the job you are applying for. It’s necessary to have a good, standard resume. However, to be noticed in the short time frame you have, you must “tweak” your resume to capture the Recruiters’ attention.

I turn this over to you now. Look at your current resume. Is it branded to demonstrate your excellence? Do you have your skills highlighted with accomplishments? How much can someone learn about you in fifteen seconds by looking at your resume?

If you would like more information regarding career strategy, please check out my Free Resources tab on my website at www.hrcareertransition.com, Like me on Facebook at ConsciousCareerPlanningwithLotte, follow me on Twitter @lottestruwing, or connect with me on LinkedIn at Lotte Struwing.