Resume Graphics

Food for thought:

Not infrequently, I receive resumes containing logos, graphics, etc for certifications, prior company logos, or other graphics. Sometimes a lot of effort has gone into these, and some look pretty good.

However, there's another consideration. If done inappropriately, documents containing graphics, even only one, can be quite large. I received one today with a logo, and the 3 page resume was 2MB, whereas other similar ones might 30-40KB. Since email systems store copies when you forward, you can easily end up storing 6 or 8MB of files if you send it to a couple others.

Unless the individuals are of immediate interest, I am sometimes tempted, and occasionally do, delete these files, since when you accumulate enough of them, they can inflate your data storage requirements rather quickly, and in some cases, hamper the your system performance.

Use graphics sparingly, if at all. They are usually unnecessary.

Keywords in Resumes

I saw a post to a networking group the other day encouraging candidates to include a big grouping of keywords in their resumes. I say no. Here's why:

Although I agree with the thoughts on including key words on resumes due to the automated search processes used today, I don't personally care for the key words section.

Keep in mind, that your resume needs to serve multiple purposes: serve the machines, provide the summary info for the quick screener and provide detail for those that want more.

Kind of a challenge to hit all of those right? and remain clean, readable, well formatted, etc.

I prefer those that include key words in context, ie in the job descriptions, accomplishments etc. Then you can get some idea of how well they know those tools.

Those big buckets of key words are pretty useless in my opinion; they may get the search agent to pull you up, but when I see them my eyes glaze over. How do I tell the difference between someone who saw Java once 4 years ago and someone really good?

Include the buzz words in your positions, explain how and where you used it. One nice trick is to explain the projects, and list the tools used for the project. That way I can tell what you used when and where and for how long. Much more valuable. And if you used it in several different assignments, then I have a pretty good idea you might know it well.

First Contact: Email

Your objectives and a recruiter's objectives when you first make contact are not that different; you are trying to determine if he/she can help you, and they are trying to determine whether you can help them.

When your first communication to a recruiter is via email, the most important thing is to state clearly why you are contacting them and explain your reason for doing so. Most candidates miss the mark by either:

Providing too little, or practically no information - resume only, or just a question or two with no context.

Sending an overly long email or cover letter that just rehashes the attached resume, or is full of flowery words like 'visionary', 'strategic', 'executive' (an analyst is not an executive), and says looking for a new opportunity, but with no detail.

Forgetting key contact info like phone numbers or emails, or having incorrect info.

Copying a cover letter and forgetting to edit so that it refers to the correct position, etc.

An ideal introductory email contains:

A well written resume (including accurate dates; don't list latest position as "-present" if you are no longer there)

Accurate and complete contact info and info on best dates/times/means of contacting you.

Explanation of present status: just considering a move, beginning to look, actively looking, unemployed, contract ending, and how long, or if a change is looming, when this likely will occur.

Objectives: position type, location, travel percentage, salary range, type of company, etc.

Recruiters are used to doing a little counseling with candidates, however, it is not our job to decide for you what you should be pursuing for a career, or how to deal with you and your families disagreement on locations, travel, etc. If you can't define what you want, then a recruiter is either not going to bother trying to help you, or will end up trying to push you into whatever they have available.

Last, but not least: When I receive a well written introduction, I immediately (until proven otherwise) assume that I am dealing with an "A" candidate - sharp, decisive, confident and who knows the value of working with a good recruiter.

Even if they are not a fit, they stand a good chance of getting a response and whatever help I can provide. A candidate that provides me little or nothing, is likely to get the same.