Workin’ 9 to 5 (and modernizing your resume)


What’s great about “the perfect modern resume”?  It gets to the point.  It directs attention to what we want to see – quickly.

Y’all know that career coaching is one of my favorite parts of what I do for a living, so when I see a great infographic adding even more OOMPH to what I tell my clients, I’ve gotta share it.

“Help the employer paint the picture,

don’t leave it to them to draw conclusions.”

BUT… ignore the part about putting your photo on your resume!!  I don’t know recruiter or hiring manager who doesn’t still guffaw when they see someone’s photo on their resume…it is cheesy.  So, keep it for your social media profiles, not your CV.  Oh, and the suggestion about a video resume?  It’s up to you, but as a recruiter, I don’t have time to watch a video.  Make it easy for me.

The other points I’d like to shine an extra light on?

  • Hypertext links to online portfolios, work samples, etc. (AND…your LinkedIn profile!  Also, add links to your employers!  This goes a long way to quickly legitimize those small companies you may have worked for )
  • Keep it visually simple – font, format, etc.

And one extra tip of my own?  Save your resume as a PDF!  Keeps what formatting you do have pretty and clean.

Think this sounds cool but you’d still rather have someone do this for you, AND enjoy the added awesomeness of having professional assistance in preparing for your job search (networking, cover letters, interview prep, LinkedIn advising, and more)?

Yep, that’s what I do.  Click HERE to learn more and connect with me!



8 thoughts on “Workin’ 9 to 5 (and modernizing your resume)

  1. This is a wonderful infographic full of excellent of advice, especially about the importance of remembering that employers are likely to look at a job candidate’s social media profiles.


    1. Thanks Mac!

      The first piece of homework I give every client I write a resume for is to get their LinkedIn prettied up (or help them do it!).

      I don’t use Facebook nor do I believe it’s ethical for hiring teams, but I always suggest clients use every single privacy filter possible 🙂


  2. Interesting graphic. I can’t help but think, though, that some of this is much more applicable in smaller businesses than in larger corporate-type environments, which tend to use software to accept and filter résumés. These systems tend to strip all formatting and then auto-populate specific fields for pre-screening. There are some that will accept an uploaded résumé (usually MS Word format), which may or may not be forwarded to the hiring manager.

    When I applied for my last contract, the placement agency took my entire résumé and fit it into a standard template that they were required to use by the company the client company.

    I really do think that a lot of this will hinge upon the environment in which you wish to work, and the relative size of the company. If I were applying to a governmental agency, I’d personally stick with the tried and true, old-school print-oriented résumé. A smaller tech start-up, I’d absolutely go for some more whiz bang.

    As for social media, DEFINITELY keep a clean/current profile! Although I don’t post anything to my profiles that would be an issue to a hiring manager, I’d really think twice if said manager asked me to allow them access to view my posts, anyplace other than LinkedIn, either before hiring or after!


    1. Hi Mark,

      It’s actually a common misconception that bigger companies all use filtering software. I’ve worked for a lot of big companies, with tens of thousands of employees, and we always reviewed every resume that came in. That’s why recruiters are so tired and don’t have time – and why I make these suggestions in the first place.

      Applicant tracking systems parse resumes into fields for recruiters, but your original uploaded resume remains, which is why I always recommend uploading a PDF rather than a .doc whenever possible, so your original formatting is preserved. Again, original documents do go into ATS’s because recruiters then forward the originals to hiring managers after they’ve done their screening. ATS’s also offer filtering features for sourcing later, in case a recruiter wants to look for someone with a particular skillset in the future who’s already replied.

      Agencies are required to update resumes (I worked for one myself) because they have to show what agency is being represented and fit in with the internal recruiter’s process so they’re able to quickly see what the candidate has to offer rather than getting a hundred different formats. Working with an agency recruiter can be a positive experience if you partner with them to find out where you can better your resume to make it clearer and more attractive to the employers they serve.



      1. Whoops – my last comment was to say, I wouldn’t assume that government agency recruiters vs corporate recruiters vs startup recruiters want to see different formatting. I’ve worked for all three, and all of my hiring managers & my colleagues want to see the same thing: something that tells them clearly and concisely who they are and that they’re qualified. I’ve had developers submit fancy resumes in code or with funny pictures and frankly, it’s just annoying – everyone is busy, at every type of organization, and so we all want resumes that are informative, respect our time, and get right to the point. I’ve reviewed thousands and written hundreds of resumes for people who are applying to all types of companies in all types of fields, and this theme remains constant in whose resumes get looked at, and whose aren’t getting a second glance.


  3. ok- first off i LOVE your new website design… (yes it’s been a while since i’ve physically been to your space :S shame on me!)
    and also- this is an excellent post! some of it doesn’t really apply to my field (health professionals aren’t really on LinkedIn) but these are great tips and suggestions! I’m sharing this post on my facebook 🙂


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