Results tagged “Human Resources” from Quintessential Resumes and Cover Letters Tips Blog

Among the resume “rules” you may have heard is the one in which resumes should be limited to one page. While it’s true that most entry-level job-seekers should try to limit their resumes to a single page, this length is rarely appropriate for those at senior and executive levels. Top-level job-seekers will find it virtually impossible to capture the breadth of their experience and accomplishments in a single page, and some employers expect longer resumes from those candidates, sometimes up to five pages. In a 2007 survey by Accountemps, a specialized staffing service, only 7 percent of senior executives from human resources, finance and marketing departments favored one-page resumes for executives, while 61 percent favored two pages. Respondents were receptive to three-page resumes for executive roles, with nearly a third (31 percent) citing this as the ideal length.

One-page resumes can be useful for candidates in certain situations, such as networking, in which the job-seeker wants to give potential network contacts a thumbnail glance at his or her career.

A summary of guidelines on resume length:

• One page is usually preferred for college students and new grads, but those with rich campus backgrounds and work/internship experience may need two pages.
• Two-page resumes are suitable for many job-seekers.
• Three or more pages may be required at the senior level.
• Job-seekers should never sacrifice readability (tiny type, narrow margins) just to squeeze a resume into a certain number of pages.
• When a resume spills onto an additional page, it should fill up at least half of that page. If not, try to condense.

See our article, The Scoop on Resume Length: How Many Pages Should Your Resume Be? for a variety of opinions and guidelines on resume length.

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A strong cover letter doesn’t just create a good impression — it helps you sell yourself, declares Elizabeth Freedman in her article for Quint Careers, Cover Letters That Count.

But selling yourself isn’t always easy. So use a technique that marketers use to sell us stuff: the convince … that … because method. When drafting your cover letter, think about the following:

Whom do you want to convince?

For instance, you might be writing to a hiring manager who needs somebody with strong writing skills. By knowing your audience, you’ll have the opportunity to specifically address the concerns or needs of your readers in your persuasive cover letter. One caveat:

You may find job announcements that instruct applicants to send a letter to human resources, rather than provide a specific name of an individual. In these instances, you can try to track down, through company sources or networking, the name and title of a specific individual to whom you can address your letter. Otherwise, use the job description and knowledge of the company to best gauge your audience’s needs.

What are you trying to convince them of?

Using the example above, you are trying to convince a hiring manager that you have terrific writing skills. You may also want the hiring manager to know about your ability to speak French and your mastery of PowerPoint, if these are skills that are relevant to the job for which you’re applying. Be specific here: If you want to talk about your skills as a leader, be sure to mention a situation in which you demonstrated leadership skills. And remember to discuss the same skills that appear on your resume, providing additional information and detail in your letter.

Why should you be hired over someone else?

Here’s your opportunity to make a persuasive, convincing argument and sell your unique abilities. Using the previous example, you want to convince a hiring manager that you have terrific writing skills because you’ve consistently written on a wide range of topics for your school’s newspaper, providing valuable information to more than 500 students weekly for the past three years. Whatever your example, make sure you point out how your work made a positive difference, quantifying this difference whenever possible.

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Years ago, we created “catchy” resumes, using sophisticated language, printing them on colored paper or even having them delivered by singing messengers to get the attention of the decision maker, writes Sherri Edwards in her article for Quint Careers, Dispelling the Myth About Resumes. Life, work, and the pursuit of employment have changed since then. When sent in response to a job announcement, the chance of a resume directly reaching the decision maker without going through a screening process is slim to none. “Catchy” has been replaced with “targeted” and “to the point.” People spend many hours trying to break the recruiter’s or or human resource specialist’s code to determine what will catch their eye. It seems the real value a resume offers to a candidate may get overlooked in the process of becoming “catchy” or “cute” or packed with “keywords.”

Need help with your resume, cover letter, or other career-marketing document? Order today from Quintessential Resumes and Cover Letters, powered by About Jobs Resume Writing Service.