Resume Objective Statements

News Flash: Employers don’t care what your career objective is!

What they DO care about is THEIR bottom line.

It’s time to get a little controversial! We’re getting rid of the resume objective statement and bringing in a summary or positioning statement.

We’re getting rid of the resume objective statement and bringing in a summary or positioning statement.

Prove that you’re the best candidate for the job with a laser-focused positioning statement that screams, “I’m the best candidate for the job, and here’s my track record to prove it!”


Is This How To Get A Job Interview?

Is this how to get a job interview? French study reveals that women wearing low-cut top are 19 times more likely to get job interviews. And We Thought All It Took Was A Brilliant Resume!

Whoa! Whaaatt? Surely this can’t be true? All this time we thought all you needed was a cracking resume! Clearly not, at least in France, where the study took place.

It seems that CV Saviour might need to rethink the guidelines we give our clients for LinkedIn profile photos. One thing is for sure, we are not for minute going to suggest that you go put your photo on your resume (or a photo of yourself in a low-cut top either. For starters, images can cause all sorts of issues for ATS systems so you resume might not get read in the first place!) however, we will be watching the outcome of further research by the author (also responsible for the study “The Impact of Beauty during Job Applications” with interest.

The study has been widely reported in the lead up to the Appearance Matters Conference – the world’s largest event on body image and disfigurement. The conference will see more than 200 appearance experts from across the world tackle issues including weight loss surgery, eating disorders and ‘ultra-thin’ dolls. Dr Kertechian decided to research the impact clothing had on the recruitment process after realising it had never been studied.

Here’s the article from,

TO BE honest, we found this new research out of France a little surprising. 

We thought the only reason you’d present yourself in a low-cut top when applying for a job would be if that job was at Hooters. But it seems that we’ve got that all wrong.

A new study carried out in Paris has shown that female applicants were more successful in securing job interviews when pictured wearing a low-cut top.

Sevag Kertechian, a researcher based at the Paris-Sorbonne University decided to research the impact clothing had on the recruitment process after discovering that it had never been properly studied.

Over the course of three years as job advertisements in the sales and accounting field arose, DR Kertechian put two fictional women forward for the roles.

In the face they look almost identical and in the application they had near identical skills and experience.

job interview clothes, what to wear to job interview,

To ensure the experiment was fair each woman was forwarded for 100 roles wearing the revealing outfit and 100 jobs in the more traditional clothing (the photograph was attached to their application).

What he found was that the woman wearing the low-cut dress captured the attention of the recruiters more successfully. And the difference was substantial — the woman in the more revealing outfit was 19 times more likely to secure a face-to-face interview.

Of the 200 sales role applications, the low-cut dress submissions received 62 more interview offers than their counterparts.

From the 200 accountancy applications there were 68 more interview offers for the more provocatively-dressed woman.

There are a few things to consider here that limit the findings a little. Firstly, the experiment was conducted in France and maybe employees in different parts of the world have different … values.
It’s also important to note that the experiment only covered two sectors of the workforce: sales and accounting.

Finally, this is operating on the assumption that people attach a photo to their resume when they apply for a job. While this isn’t such a common practice in Australia, perhaps we should all be reconsidering our LinkedIn profile pic.

Dr Kertechian said: “Our results showed interesting trends as low-cut dresses significantly influenced the choice of the recruiters, even for accounting positions.

“Regardless of the job, whether customer-facing saleswoman or office-based accountant, the candidate with the low cut clothing received more positive answers.

“The results were quite shocking and negative but not necessarily surprising — they show we need to conduct more research.”



How To Get Your Resume Noticed By Hiring Managers

There’s nothing worse than applying for one job after another, and hearing nothing back from recruiters. But how do you get your resume noticed when hundreds are applying for the same job as you?

A new study by Career Builder shows job seekers what hiring managers really want, and what job seekers need to do to increase their chances of getting to interview, but there are no surprises in what they’ve found …

For many job seekers, there’s nothing more discouraging than spending hours finessing your resume, crafting the perfectly worded cover letter, and filling out that tedious online application (Seriously? I just uploaded my resume, and I still have to fill in my entire work experience? IT MAKES NO SENSE!) – only to never hear anything back. What gives?

A new study from CareerBuilder may offer some insight. More than 1,500 recruiters and hiring managers nationwide (US) participated in a recent survey to determine what companies are looking for when they’re hiring, their biggest frustrations during the hiring process and what job seekers can do to increase their chances of being seen.

Be more than your resume – make it easy for the recruiter to find your skills and talents on your resume.

Just over half of employers surveyed (53%) say resumes do not provide enough information for them to accurately make an initial decision whether or not someone is a good fit for the job. (Perhaps that’s why so many employers are researching candidates on social media, according to an earlier CareerBuilder study.)

But here’s where you can help them fill in the gaps: In addition to a resume, 39% of employers say they want to see examples of work the candidate has done or an online portfolio (you can provide a URL to your portfolio or personal website in your resume), and 29% want a cover letter.

Another interesting finding? Nearly half of employers (48%) reach out directly to job seekers when they have an opening – all the more reason to build your personal brand through your resume, cover letters, online portfolio or personal website and social media presence. When you cover these bases, you can cut your job search efforts in half by increasing the chances of employers finding and approaching you.

Stay on an employer’s good side – give them the information they need to see on your resume, and don’t follow them up too frequently (or not at all!)

When it comes to employers’ biggest frustrations with candidates, their biggest complaint is having applicants who apply for positions for which they aren’t qualified (39%). Other pet peeves include:

  • Unrealistic expectations about salary/pay – 18%
  • Lying about their experience/qualifications – 13%
  • Checking in on progress too frequently – 8%
  • Resumes do not provide enough information about them – 8%
  • Not responsive enough – 8%
  • Resumes are poorly done – 4%

Are you guilty of any of these behaviours? If so, it might be time to adjust your approach to employers. For example, if you’ve been told that you have unrealistic expectations around salary, learn the right way to successfully negotiate salary. Feel you need to stretch the truth about your experience or qualifications to get the attention of employers? Try this approach instead. And find out how to follow up with employers and avoid these all-too-common resume mistakes.

Questions employers have about job seekers – how to make your resume stand out.

Think you’re the only one with questions? Turns out, employers are just as baffled by job seekers as job seekers are of employers. When asked about the top questions employers have about job seekers, here were their top answers:

  • Do their skills match what we want? – 77%
  • What are their current skills? – 75%
  • What is their work history? – 73%
  • What soft skills do they have? – 63%
  • Will they be a good company culture fit? – 61%
  • What is their salary expectation? – 50%
  • Will they stay with our company long-term? – 47%
  • Will they have the educational background we are looking for? – 47%
  • Why are they searching for a new job/career? – 46%

Get your professional resume now and get the job interview

Now that you have a better idea of the information employers want, make it easy for them to find. Address these points (briefly) in your cover letter (CV Saviour advises that you save the salary talk, and the reason for leaving a job for the interview, although there are certain circumstances where we might advise otherwise), or on your personal website or online portfolio.

How is your resume looking? Want some feedback on how you can improve yours? Take our free CV Health Check, or contact us for a quote for your professional resume.

This article by Mary Lorenz first appeared on CareerBuilder.


Resume Writing Quick Tip #3 – Add Hyperlinks

Want your resume to stand out to recruiters? Check out quick tip #3.

The 3rd in our series of super quick tips to help you get your resume right, right from the start. Add hyperlinks, and show your future employer just how tech savvy you are, and make it easy for them to learn more about you without leaving your resume. Find out how to add hyperlinks to your resume now.

Look out for quick tip #4, coming soon.

Get A Perfect Resume – Get A Job In 2016

Job Search Tips | How To Get A Perfect Resume

Have you been applying for jobs but never hear anything back? Do you wonder if your resume is letting you down? Getting a job has never been harder, but if you think your resume is at fault, you might not be wrong. A perfect resume is every job seekers goal, but just how do you get the perfect resume, and what does the perfect resume look and read like? Read on for more.

The job hunting world has changed dramatically over the past few years (just as have opinions of what makes the perfect resume!). The type of jobs available, prevalence of high-tech positions that are geared towards a younger workforce, and an overall increase of interest in telecommuting over traditional 9-to-5 in-office work are just a few of the things workers are experiencing today.

In 2015, we saw a rise in the use of applicant tracking software that filters applicants based on keywords and the continued decline of traditional paper-based application and resume exchange.

As companies continue to evolve towards a more paperless business practice, their hiring process is changing as well. More and more companies are putting their job postings online, and taking applications electronically.

Indeed, the days of walking down the street and handing your resume to every business on the block are quickly coming to a close. Modern job seekers are finding their dream jobs from the comfort of home.

Hiring process

Hiring the wrong person is expensive. Hiring and training any employee takes a significant devotion of time, money, and effort. The U.S. Department of Labor pegged the monetary cost of a bad hiring decision at upwards of 30 percent of that person’s salary. On top of that, an employee who is incapable or a bad fit can lead to losses that are harder to measure, such as decreased productivity, lost sales, mistakes, and other missed business opportunities. And with technology blurring the lines between when an employee is on the clock vs. off the clock, finding the right fit for a team is more important than ever before.

For all these reasons, many employers have moved away from the quick hiring decisions of the past to a more involved hiring process, with the hope of finding the right fit–and avoiding the wrong one. It’s common now for candidates to be interviewed more than once, and by more than one person. This often includes people from different departments and at different levels within the organization.

Various tests are also becoming more commonplace. These can range from tests for concrete skills, such as writing or coding, to broader problem-solving tests, to role playing or personality tests. As you progress through a company’s hiring process, however, be wary of being asked to do things that cross the line from tasks that are a normal part of a hiring process into doing actual work for free.

In 2016, your job search could wind up taking you much longer than any of your prior searches–even though the job market is better now than it has been in years.

Selling yourself

With hundreds of applicants per job, many qualified candidates don’t even get an interview. Most employers today use applicant tracking systems, which typically parse your resume and cover letter and store your relevant information in a database. Employers rely on this database to both weed out candidates who aren’t qualified–if they require someone with a master’s degree, the system will narrow the applicant list for them based on education credentials, for example–and to find candidates who have traits they do want. An applicant tracking system can tell an employer which candidates have experience with a particular programming language, for instance, or who have passed certain FINRA exams.

And your application materials can’t just show that you are qualified for the job–you have to make the case that you’d excel in the role. It’s important to be precise with the text of your resume to highlight your relevant skills. A targeted resume and effective cover letter will serve you better than firing off generic application materials to every job opening you can find. Two of the most important elements to targeted application materials are resume keywords and accomplishment statements.

Targeting your resume using relevant keywords doesn’t just show a potential employer that you’re qualified, but that you’re interested in the specific role they have open. This makes you a much more appealing candidate than someone who submits generic application materials, which are easy to spot–and which convey very clearly that they want a job, any job. Resume keywords also make it easier for an applicant tracking system to find you and rank you highly. To do this, echo the phrasing used in the job posting. If an employer wants someone who knows how to use certain social media platforms, for instance, your resume should include the platforms they specify, written in the same manner as the job posting. Don’t just list “social media” among your skills if the job search words it differently. Specifics are more important in today’s job search than ever before.

When it comes to accomplishments, merely listing your job duties doesn’t indicate anything about what you, personally, brought to a role. Any person with similar skills put in your position could complete the same laundry list of tasks. What employers want to see–and what will make you stand out as a candidate–is proof that you have succeeded in your roles. To do this, go over your experience and come up with statements that explain the challenges you faced, how you solved them, and what the outcome was.

(At CV Saviour, we know that employers recruit people who can get results. And the best indicator of what you can do for your next employer is to provide evidence in your résumé of what results you have given your previous employers. It’s this detail that really interests employers.

Evidence-based résumés get interviews. This means that if you state you have ‘great communication skills’, a recruiter expects to see evidence of this. Include an example – give the reader the evidence in your document, of where you proved your great communication skills, and what the result of this was. This doesn’t mean just writing the headline ‘achievements’ and listing what you did underneath it!

For example: if you merely list what your job description says what you’re expected to do, a hiring manager or recruiter is going to ask, ‘So what? That’s what you were paid to do!’ That approach tells the reader nothing about what the results you’ve obtained so far.

  • Did you identify or resolve any problems on a specific project?
  • Did you do it in record time?
  • Did you overcome any obstacles?
  • Did you save time, money, increase productivity, increase efficiency? If so, by how much?
  • If you saved money, how were the savings used?
  • What exactly were the results?

If you can add the result to your achievements, you’re ahead of the rest. A great way to draw the result out is to ask yourself ‘so what’ after each achievement because that is what an employer of recruiter asks when they see statements on a CV that aren’t qualified or quantified). 

To see how your resume ranks for a particular job opening, use Jobscan’s resume analysis tool. Paste in the text of your resume plus the text of the job posting, and it will analyse them to tell you where you’ve done well, and where you can make improvements.

Resumes in 2016

Finally, while a good (or perfect resume) can do you a lot of favours, an outdated one can easily hinder your job search. Some formerly traditional resume conventions have now gone out the window.

For one thing, resume objectives have fallen out of favour. The bland one- or two-sentence statements do little to distinguish one candidate from another; most are essentially meaningless strings of jargon and buzzwords, and so broad that they could apply to almost anyone. Beyond that, they typically focus on what a job candidate is seeking, rather than on what they can offer an employer. But a potential employer is most interested in how a candidate can fulfill their needs. So skip the objective and get right to the core of your resume. (At CV Saviour, we’d go so far as to say that when it comes to objective statements, you shouldn’t include one. For starters, they went out with the ’90s. The other reason being that an objective amounts to nothing more than an “I want” statement. And the bottom-line is that an employer doesn’t really care what you want. What they DO care about is their bottom-line needs, and your résumé needs to address how perfect you are for those needs. Your message needs to be clear: “Dear Employer: You’re looking for a [imagine your next job title here], and I’m the best there is. Here’s my record to prove it.”)

The trite “references available upon request” line is also not necessary. References are usually checked as one of the last steps in the hiring process; potential employers will ask you for your references when they want them. (At CV Saviour, we have also been notified of isolated incidents where referees have been contacted by a recruiter prior to the candidate even being asked for interview, which caught the referee unprepared to respond the specifics they were being asked, and the candidate not being invited to interview. Wherever possible, your referees should be fully briefed about the specifics of a role you have been shortlisted for, and you should select the best referee to talk to those skills at that time).

If you want, you can create a references sheet to bring to an interview. This sheet should contain not only details about your references’ roles and contact information, but also how you know them, and which of your skills and experiences they can speak to. If you do regular volunteer work, for example, someone from that organisation is likely to know different things about your capabilities than your former supervisor at a previous job. Including these details will save potential employers time, plus give you another chance to specify your skills and experience. In a job market where resumes are looked at for seconds, rather than minutes, sometimes relevant information can get overlooked.

The main job search tip for 2016 is, in fact, to focus on relevant information. In the past, people padded their resumes with everything they’d ever done. The idea was that sheer quantity was impressive. But today, employers care about what you’ve done more than about how much you’ve done.

This article was written by James Hu of Jobscan and first appeared on the Jobscan blog.