How Recruiters Read Resumes In 10 Seconds or Less
The 10 or 20 seconds it takes to read a resume seems to always generate a
lot of controversy. Candidates comment on how disrespectful it is, how one
can't possibly read a resume in that time and some get angry at recruiters
when we talk about this. I hope this article will help everyone understand
how we do this. I realize that some still may not like it and will still be
angry, but at least you can understand how it works.
First, let me say I've been a recruiter for 30 years. I'm sure I have
reviewed over 500,000 resumes. I can't prove this but I'm reasonably
confident that this is the case, as this is only an average of about 46 a
day. I know many days I have reviewed hundreds of resumes and most in less
than 20 seconds. I would say the average is probably around 5 to 7 seconds.
So for the record when you hear or read about, "reading a resume in 20
seconds," that isn't completely true. It is more than likely, "reviewed the
resume in 20 seconds."
Here is my process for getting through 100's of resumes in a short period of
time. Others may have different ways and I welcome your comments.
I set up a hierarchy of certain "must haves" or you're out, so at first I'm
really just box checking. Generally, 80% of the time these are my knock out
blows. There are exceptions to each of these, but I'm dealing with the 80/20
rule. These are not cumulative times. This is box checking, if I see any
one of these as I scan your resume you will be excluded.
1. Location. If the client is in Los Angeles, CA and you aren't - goodbye.
Few if any clients want to relocate anyone in this economy, and I believe
most shouldn't have to. Especially in a huge metropolitan area like Los
Angeles. If they do have to consider relocation the position has to require
some very unique experience that few jobs do. I can do this in about 1
second.
2. Industry. If my client is in banking and your background is primarily
manufacturing - goodbye. These two often are so different that the client
isn't open to considering such different industries. This works both ways,
if you have a manufacturing background I'm not going to consider someone
with banking. 2-3 seconds to determine this.
3. Function. If I'm doing a sales search and your background isn't sales -
goodbye. Generally companies are paying recruiters to find them a perfect
fit. We never do find a perfect fit, but we have to be very close. They
don't need a recruiter to find them someone in a completely different
function. 2 seconds to figure this one out.
4. Level. If I'm doing a VP level search and your title is "manager" and you
have never been a VP - goodbye. There are exceptions to this, but again it
is the 80/20 rule. Again, clients pay me to find them the perfect fit. It is
generally way too big of a jump from manager level to VP level, all other
things being equal. It works the other way too. If I'm looking for a
manager and you are a VP - goodbye. I know you are qualified to do a manager
level role, but it is clear you have grown past. Most clients and recruiters
aren't willing to take the chance that when a VP level position comes along
that you won't be gone. Less than 5 seconds to figure out.
5. Recent Experience. There is some overlap on this one. If I'm searching
for someone with international sales experience in the aerospace industry
and the last time you held an international sales position in this industry
was 20 years ago and since then you have been in retail - goodbye. I can
find people with more relevant experience and that is what my client expects
me to do. 5 seconds to do this.
6. Education Like it or not, I will only work with people that have a
college education and most of the time a master's degree. This is mainly
because, as I indicated before, I need to find the very best for my clients.
I realize an education doesn't mean by itself that the candidate is the
best, but it is one qualifier of many. Also all of my clients require at
least a BA.
7. Turnover. If you have had 6 jobs in the last 4 years, or have a track
record of high turnover - goodbye. I realize there are good reasons for
turnover and that falls into the 20% of the 80/20 rule. I can't define high
turnover, but I know it when I see it. 3 - 5 seconds.
8. Functional resume. I don't read them. It is obvious when one has a
functional resume they are trying to hide something and I'm rarely going to
take the time to attempt to figure it out. 1 second.
9. Obvious things such as, spelling errors, poor format, errors in grammar,
too long, verbose and rambling. If after reading it I still can't figure out
what you do, goodbye. 5 - 10 seconds
After all this, 80 - 100% have been eliminated. If there are any left, then
I will take the time to actually read them in detail.
Join our LinkedIn Job Search Networking Group for a lot more discussions,
information and articles on your job search. CLICK HERE
<
http://www.linkedin.com/groups?gid=1781587&trk=hb_side_g> to join.
Download a sample cover letter proven to work with recruiters and get your
resume noticed. CLICK HERE
<
http://www.impacthiringsolutions.com/index.php/cover-letters> to download
yours. Over 2,000 people have done this.
If this was helpful to you, please pass it along to help others in your
network. Consider adding it to your status on LinkedIn, posting on Twitter,
or emailing the link to your network. Please help others if this helped you.
I welcome your thought and comments.
Brad Remillard
URL:
http://impacthiringsolutions.com/careerblog/2010/01/18/how-recruiters-read-r esumes-in-10-
seconds-or-less/
