2023 Resume Statistics From Over 12 000 US-Based Job-Seekers
In the rapidly evolving job market, understanding the intricate details of what makes a resume stand out can be a game-changer for job seekers. This article delves into the fascinating resume composition trends based on an extensive analysis of over 12,000 US-based resumes crafted in 2023. Research Objective and an Overview of the Methodology The objective of this research is to dissect the anatomy of modern-day resumes to unearth the trends and norms governing resume composition. Our comprehensive study is grounded on an extensive dataset of 12 085 resumes created in 2023 by US-based users, encompassing various elements, ranging from basic demographic information to the intricate details of professional experience and skills showcased. The data for this research comprises a myriad of anonymized factors including but not limited to: The type of position applied for, Presence of social media profiles, Length of the resume in pages and words, Summary section analysis, Skills listed, And a thorough examination of the professional experience section, among others. In the following sections, we will go through the basic demographic information, delve into the composition of resumes, evaluate the professional experience detailed, analyze the skills and qualifications presented, and explore additional sections like side projects. How Long Was an Average US Resume in 2023? The length of resumes has always been a topic of debate among job seekers and employers. However, there's considerable ambiguity concerning the ideal length of a resume. To address this, we conducted a comprehensive study, analyzing the length of resumes across various job applications. The objective was to identify prevalent trends and deduce the impact of resume length on the application process. Data was collected from a sample size of over 12,000 resumes of US-based applicants created in 2023, revealing preferences and common practices among job applicants. The data reveals a clear preference among job applicants for shorter resumes, with the distribution of resume lengths in percentages as follows: This distribution highlights that nearly 89.53% of job applicants submit resumes that are one or two pages long, underscoring a significant tendency towards brevity. Conversely, resumes longer than two pages are decidedly less common, constituting approximately 10.47% of the total, with those extending beyond three pages being particularly rare. The propensity for shorter resumes may be attributed to several factors. Employers often prefer concise resumes due to the volume of applications received. Shorter resumes are easier to scan quickly, ensuring that key qualifications and experiences are readily apparent. Moreover, the trend toward one or two-page resumes indicates a broader understanding of this preference among job seekers. They are tailoring their applications accordingly to align with the expectations of HR professionals and recruiters. However, the presence of resumes with more than two pages, while comparatively low, suggests that there are circumstances or industries where longer resumes are either acceptable or required. These instances could be related to positions requiring extensive technical expertise, academic backgrounds, or long, diversified work experiences. The data reveals a direct (and obvious) correlation between the number of pages and the average number of words per resume. From concise one-page resumes averaging approximately 287 words to extensive seven-page documents containing an average of roughly 2300 words, it's evident that the industry, position, and individual's experience play critical roles in determining resume length. Among all resumes analyzed, they averaged 438 words. One-page resumes: The average word count for a single-page resume is approximately 287 words. This suggests a highly concise presentation of the candidate's information, typically encompassing essential educational qualifications, core competencies, and relevant experiences. This brevity aligns with the popular professional advice advocating for succinctness and directness in resume writing, especially for entry-level positions or roles requiring less professional experience. Two-page resumes: Two-page resumes show a substantial increase in content, with an average of approximately 506 words. This allows for a more detailed summary of the applicant's qualifications, skills, and professional experiences. It's suitable for professionals with more work experience, multiple job changes, or extensive skills and qualifications that cannot be adequately captured in a single page. Three-page resumes and more: As the resume length extends to three pages and beyond, the word count increases significantly, suggesting a comprehensive detailing of the applicant's career journey, including multiple roles, detailed project experiences, publications, certifications, and potentially academic accomplishments (like research, teaching experience, etc.). Particularly, resumes with six or seven pages feature an extensive amount of detail, potentially relevant for high-level positions, academia, or fields where a detailed professional history is crucial. The average word counts for these are approximately 1552 and 2300 words, respectively. Length of a Resume and Experience Length We also wanted to explore the relationship between the length of a professional resume and the average number of job positions listed. By analyzing resumes ranging from one to seven pages, a progressive increase was observed in the number of positions presented as the length of the resume increased. One-page resumes: Individuals with one-page resumes have held an average of approximately 3.72 positions. This suggests that these candidates are either early in their career stages or have maintained relatively stable roles within fewer companies. The emphasis for individuals in this group is likely on the quality of experience over quantity, highlighting key skills and contributions more than a diverse work history. Two-page resumes: With an average of approximately 5.33 positions, two-page resumes typically belong to mid-career professionals who have navigated through more roles and possibly have more diverse experiences. This length allows for a detailed presentation of their skills and contributions across various positions. Three-page resumes and beyond: Resumes exceeding two pages show a substantial increase in the number of positions held, with three-page resumes reflecting an average of approximately 6.88 positions, and this trend continues to rise with the length of the resume. These documents often belong to seasoned professionals, individuals who have held numerous roles or have extensive project-based experiences. Notably, resumes of six and seven pages, with an average of around 9.71 and 10.5 positions respectively, likely represent highly experienced professionals, possibly including those in academia, high-level executives, or consultants with project-intensive careers. Resume Length and Skills, Experience, and Positions Presented Resume length vs. average number of skills, experience length (years), and number of positions: 1 page: 5.46 skills, 10.94 years, 3.72 positions 2 pages: 7.38 skills, 15.11 years, 5.33 positions 3 pages: 9.38 skills, 18.12 years, 6.88 positions 4 pages: 11.88 skills, 19.93 years, 8.31 positions 5 pages: 10.62 skills, 19.49 years, 8.82 positions 6 pages: 19.29 skills, 22.31 years, 9.71 positions 7 pages: 12.67 skills, 19.28 years, 10.5 positions The increase in the number of skills and positions with longer resumes may be due to professionals accumulating more skills and changing roles more frequently throughout a longer career. The dip in skills at five pages and the subsequent rise could suggest varying strategies in resume preparation, such as a more selective approach to skill listing or a transition point in career complexity. The plateau in the years of experience beyond four pages may indicate a threshold in career duration after which individuals don't significantly change roles or gain new skills, or it might reflect a standard career span in certain industries. Resume Header Section of US Resumes in 2023 The resume header serves as the initial point of contact between a candidate and a prospective employer, encapsulating essential contact information and digital footprints. It's the doorway through which recruiters step into the world of a candidate, guided by the cues presented in the form of address, social links, email type, and photo. The inquiry stretched across various elements— the presence of location details, the inclusion of social media links, the choice between personal or professional email, and the decision to include a photo. Job-Seekers’ Home Address in Resume Out of the total resumes analyzed, 10,345 of them had a location or address present in the header, while 1,740 did not have an address included. This indicates that a significant majority (approximately 86%) of the individuals chose to include their address in the resume header. Now, deciding to put your address on a resume isn't a clear-cut choice. In the old days, it was pretty standard to have your address up there. So, some hiring folks, especially those from older generations, might still look for it. And if you're gunning for a job in your hometown, having your local address can be a good shout. It can tell a potential employer, "Hey, I'm around and ready to jump in!" But, there's the other side of the coin. Privacy is a big deal nowadays. I mean, who wants their personal information floating around, right? Plus, if an employer has some biases about where you live, not including your address can sidestep that issue. And if you're thinking of relocating for a job, having an out-of-town address might raise more questions. Will you move? How serious are you about the job? A neat trick some people use is to only mention the city and state. It's a good middle ground, giving a sense of where you are without handing out your full address. And if you're applying for jobs outside of your current city, just drop a line in your cover letter or resume about your plans to move. It can clear the air right from the start. At the end of the day, whether to include your address boils down to what feels right for you and the job you're applying for. The digital age has shifted the norms a bit, but like most things, it's all about finding a balance that works for you. Social Media Links in Resumes Out of the 12,085 resumes we took a peek at, a whopping 11,857 didn’t have any social network links. That's about 98% of folks keeping their socials separate from their professional personas. Now, there’s a small group who do blend the professional with the personal. About 157 people included just one social link. Maybe they have a killer Instagram or a Twitter feed that's all about their industry. Then there's an even smaller group of 60 people who have two social links on there. And hats off to the 11 brave souls who went all out with three social network links. They're probably confident that their entire online presence paints them in a good light. But why the variation? Well, adding social links to a resume can be a double-edged sword. On one hand, it can show you're tech-savvy, in touch with modern platforms, and have nothing to hide. But on the flip side, there's always the risk of a potential employer stumbling upon that one post you'd rather they didn't see. For many, it's a matter of playing it safe by leaving socials off their resume. But for others, especially those in industries where online presence matters, showcasing selected social platforms can give them an edge. In the end, like a lot of resume choices, it's all about understanding the job, the industry, and what story you want to tell about yourself. What Types of Emails Job-Seekers Use in Their Resumes From the 12,012 resumes with email addresses we analyzed, a vast majority of 10,443 people—that's about 87%—used their personal email addresses. Now, while there's a sizable chunk doing that, 1,148 folks have gone with their company emails, making up almost 10% of the lot. Then there's a smaller group of 421 individuals, roughly 3.5%, using their university emails as their primary point of contact. Email choice on a resume can be quite telling. Most people stick to personal emails because they're, well, personal. It's an address that's likely to stay consistent regardless of job changes, making it a reliable way for potential employers to reach out. Plus, it's always a good idea to keep job hunting separate from your current workplace, and using a personal email is a step in that direction. Now, using a company email? That's an interesting choice. It might signal confidence or maybe just an oversight. However, it can raise eyebrows. Some employers might wonder about the professionalism of a candidate using their current workplace's resources for job hunting. It's a bit like using the company's printer for your resume. It's not illegal, but it does raise questions. The university email users are probably recent graduates or those still linked to academia in some way. It's not uncommon for students or recent alumni to use their university emails, especially if they believe it might give them an edge, signaling their recent academic achievements or affiliations. In the grand scheme of things, it's always best to use an email address that looks professional, is unlikely to change, and doesn't mix current work with job hunting. Personal emails usually tick all those boxes, but like all things in life, it's about context and making sure the choice aligns with the story you're trying to tell on your resume. Correlation Between Type of Email Used and Job-Seekers’ Experience Length From the 12,012 resumes we looked into, we found some intriguing patterns when it comes to the type of email used and how it ties to experience. Starting off with the company email crowd, which is about 1,148 people, they seem to be the seasoned pros of the lot. On average, they're rocking a solid 16.18 years of experience. My guess? These folks have been around the block, probably settled into their roles, maybe even climbed a good chunk of the corporate ladder. Now, the personal email group, that's the biggie. With 10,443 people in this category, they've got an average experience of 13.37 years. So, they're kind of in the middle ground. Given the large number, this group likely has a mix of folks—some just starting out, others in their prime professional years, and a few who've seen it all but prefer to keep things personal when job hunting. Then we have the university email users. A group of 421, and they're averaging about 8.56 years of experience. These are probably the young guns—recent grads, early-career enthusiasts, or maybe even folks diving back into academia for further studies. So, if we're connecting the dots, it seems like as people progress in their careers, their choice of email on resumes shifts—from university to personal and, for some, to company. But, as with all patterns, there are always individual stories and reasons behind each choice. And while these trends are cool to spot, it's always good to remember everyone's journey is unique. Photos in US Resumes in 2023 Of the 12,085 resumes we delved into, 6,447 decided to skip including a photo—that's a little over half. On the other hand, 5,638 folks opted to put their faces front and center, making up almost 47% of the sample. So, it's almost a split decision, with a slight lean towards not having a photo. Now, the decision to add a photo to a resume is a nuanced one, especially when we're talking about job hunting in the US. Here's the thing: in the States, many employers and hiring experts advise against it. Why, you ask? Well, the primary reason is to avoid any potential bias or discrimination. The US has pretty strong employment discrimination laws, and companies are super wary of any potential biases based on appearance, age, race, or gender. By not having a photo, it ensures that the hiring decision is based purely on skills and qualifications. Another reason is the cultural norm. Unlike some other countries where a photo might be standard, in the US, the focus is more on the content of the resume than the aesthetics. Now, there are exceptions. If you're in a field like acting or modeling, where appearance is a significant factor, then a photo is not just accepted—it's expected. But for most job seekers, the general advice would be to keep the resume photo-free. It's all about letting your experience and skills do the talking. However, as with everything, there are always exceptions to the rule. Just be sure you're aware of the potential implications and make an informed choice! Resume Summary And Objective Section in 2023 The resume summary and objective serve as the introductory notes to a candidate's professional narrative, offering a glimpse into their career path and aspirations. In the evolving arena of job hunting, these segments have adopted nuanced changes, aligning with the preferences of recruiters and the overarching job market trends. Our research ventured into exploring the dynamics of resume summaries and objectives in 2023. The inquiry aimed to uncover the prevailing trends—whether candidates include a resume summary in their resumes. Additionally, the analysis extended to the word count, assessing if brevity or detailed narratives are gaining favor. As we delve into this section, we will unveil the findings on how modern-day job seekers are navigating the delicate balance between summarizing their professional journey and stating their career objectives. Through a careful examination, this section aims to provide insights into the current trends governing these crucial resume segments, shedding light on their impact and relevance in the 2023 job market. Is the Summary Section Present in US Resumes The first question is - how many candidates included a resume summary & objective section on their resumes? Out of the 12,085 resumes we looked into, 4,901 individuals, which is about 40%, made the strategic choice to include a summary or objective. These folks understand the importance of a strong introduction. A well-crafted summary can act as a spotlight, focusing the employer's attention on key strengths, ambitions, and what one brings to the table. On the other hand, while a majority of 7,184 people chose not to include a summary, they might be missing out on a prime opportunity. Starting a resume with a summary can give potential employers a clear picture right off the bat. It's like having a movie trailer before the main event—it sets the tone and builds interest. Especially in today's fast-paced job market, where hiring managers are swamped with applications, a compelling summary can make a resume stand out from the crowd. It can be particularly crucial for those switching careers, emphasizing transferable skills, or highlighting a unique value proposition. In a nutshell, while the data shows a split in preference, there's undeniable power in a well-penned summary. It's more than just an introduction; it's a chance to make a memorable first impression! In a nutshell - a well-written summary or objective is a resume must-have! How Long Is an Average Resume Summary in 2023 From the data on 12,085 resumes, there's a fascinating link between the number of job positions listed and the average length of the resume summary. Starting off with those who've held just one position, their summaries average around 45 words. It's concise, probably giving a snapshot of their unique value or the core skills they've honed in that role. As we look at folks with two or three positions, the word count slightly increases, hovering around 47 to 52 words. They might be weaving in more skills and experiences from diverse roles they've tackled. Moving up the ladder, those with four to seven roles have summaries that range from 51 to 57 words. With a broader range of experiences, they're likely showcasing a blend of skills and achievements across different positions. Now, here's where it gets interesting. Individuals with eight to ten roles have summaries reaching up to 74 words on average. This group, with a wealth of experience across various roles, probably has a lot to highlight and convey to potential employers. Beyond ten roles, the word count starts to vary more, but we see some peaks. For instance, those with 13 roles have summaries averaging around 80 words, and those with 14 roles go up to 87 words. The pattern suggests that as professionals gather more diverse experiences, they might feel the need to provide a richer context or narrative in their summaries. However, there are some exceptions. For example, those with 24 roles have a summary of around 103 words, while those with 34 roles have kept it to 65 words. It shows that while experience can influence summary length, individual choices and the nature of the roles can also play a part. In essence, the data paints a picture of progression. As individuals traverse their careers, collecting a medley of experiences, their summaries tend to expand, reflecting the richness of their journey. But, like any good story, the art is in balancing detail with brevity, ensuring the essence shines through without overwhelming the reader. Work Experience Section of US Resumes The work experience section is a key part of a resume, telling potential employers about a candidate’s job history. In this section, we’ll dig into the numbers to see what they reveal. We'll look at how many jobs people list, and see how this relates to the overall length of the resume and the amount of experience they have. We’ll also consider how long people stayed in their longest-held job, as this can show a person’s commitment and growth in a particular role. The locations of these jobs can tell us if a candidate prefers to stick around or move about, which is especially interesting in the modern shift towards remote work noted by the use of the keyword 'remote' in the location field. Lastly, we’ll check for quantifiable achievements listed under each job. These achievements can show a candidate’s impact in each role, making the resume more than just a list of jobs, but a story of their professional journey. Through this analysis, we aim to provide a clearer view of how people are presenting their work histories in today’s job market. Number of Positions Presented in US Resumes We can discern a relationship between the number of years of experience and the average number of positions listed on a resume. Starting with the fresher crowd, those with just a year (or even less) of experience, they've averaged around 1 to 2 positions on their resume. That makes sense, right? They're just dipping their toes in the professional world, trying out roles, and perhaps even exploring internships or short-term gigs. As we cruise into the 2 to 5-year range, the number of positions listed tends to hover around 2 to 3. This group is likely moving past their initial roles, maybe job-hopping a bit, or even taking on different roles within the same company. Progressing to the mid-career professionals, with experience ranging from 6 to 15 years, we see an average of 3 to 5 positions listed. This period often involves climbing the corporate ladder, diversifying skills, or even changing industries. The variety of roles reflects the dynamic nature of this phase. Now, when we reach the seasoned pros with 16 to 30 years under their belt, the average positions listed go from 5 to 7. With such a vast expanse of time, these folks have likely seen multiple industries, dabbled in various roles, or even taken sabbaticals. Beyond 30 years, the pattern becomes a bit more varied. While some, with 34 years of experience, have a high of almost 8 positions, others, like those with 40 years, have around 5. This could be due to various factors—some might have settled into long-term roles, while others might have taken on consultancy gigs or short-term projects. The real curveball comes with those with 41 years of experience—they average almost 10 positions! Perhaps they've had a vibrant mix of roles, or maybe they've been avid job-hoppers, eager to experience the full spectrum of their industry. In essence, the data paints a vivid picture of a professional's journey. As they rack up the years, the number of positions on their resume tends to increase, reflecting their evolving journey. Resume Length and Number of Positions Presented There's a clear correlation between the length of the resume (in pages) and the average number of positions listed. Starting with the one-pagers, which are the gold standard for many job seekers, the average number of positions is around 3.7. This group is likely composed of individuals who are either early in their careers or have chosen to keep things super concise, focusing on their most impactful roles. Now, when we turn the page to the two-pagers, the number of positions listed jumps up to an average of 5.3. This is probably the sweet spot for many mid-career professionals—enough space to showcase a diverse range of experiences without overwhelming the reader. The three-page resumes, with an average of 6.9 positions, might belong to those who've had a broader range of roles or those who've dabbled in various industries. It's a length that allows for depth without becoming a novella. Moving on to the four and five-page resumes, we see an average of 8.3 and 8.8 positions respectively. These are likely the seasoned pros, individuals who've accumulated a wealth of experiences and are keen on highlighting their diverse journey. The six to eight-page range has an average of 9.7 to 11 positions. This group is possibly made up of specialists or consultants who've taken on a plethora of roles or projects over their careers. Now, the nine-pagers, averaging 8 positions, seem to be an anomaly. They might be diving deeper into each role, offering extensive details, or maybe even listing publications, projects, or accolades. In a nutshell, as resumes lengthen, the number of positions tends to increase, painting a richer tapestry of one's professional journey. However, it's also a reminder that while quantity has its place, the quality of presentation and relevance to the job at hand remains paramount. After all, a resume, no matter its length, is all about telling your story in the most compelling way! Longest-Held Positions and Overall Experience Length Kicking things off with the newbies, those with less than a year of experience have their longest role averaging about 0.54 years. These are likely the newcomers, fresh out of school or training, who are just starting their professional journey. As we venture into the 1 to 5-year range, the longest-held position gradually increases, from 1.35 years to 3.66 years. This period often represents the early career phase, where individuals are settling into their first serious roles, gaining foundational experience, and perhaps exploring a few different positions or companies. Moving to the mid-career phase, around the 6 to 15-year mark, the longest-held position stretches from 3.98 years to 7.24 years. It paints a picture of stability and growth, suggesting that during this time, many professionals find roles where they can dig deep, develop expertise, and perhaps climb within the same organization. From 16 to 30 years of experience, the average of the longest-held position ranges from 7.34 to 12.80 years. These are the seasoned pros, individuals who've likely found roles or organizations where they've invested significant portions of their careers, possibly taking on leadership roles or specializing in niche areas. Beyond 30 years, the data varies more, but we see some high numbers. For instance, those with 35 years of experience have, on average, held a position for an impressive 16.95 years. And there's a standout at the 38-year mark, with an average longest-held role of 24.02 years! These numbers suggest deep commitment and perhaps roles of significant responsibility or expertise. In essence, as professionals accumulate experience over the years, they often find roles where they spend substantial chunks of time, reflecting commitment, growth, and deep expertise. The journey from hopping between early-career roles to settling into long-term positions is a testament to the evolving nature of one's career path. Do The Positions Presented in Resumes Have Location Present A significant majority, 10,078 individuals to be precise, have chosen to include locations for their job positions. That's a hefty 83% of the lot. These folks probably see the value in letting potential employers know where they've worked geographically. It can give context, showcase willingness to relocate, or even highlight international experience. On the other side, we've got 2,007 individuals, making up about 17%, who've decided to skip mentioning locations for their roles. They might be focusing purely on the roles and responsibilities, or perhaps they have privacy concerns. Incorporating location in a resume can provide a richer context to one's career journey. For instance, working in tech in Silicon Valley or finance in New York City carries a certain weight and connotation. However, the decision to include or exclude location is a personal one and might be influenced by the nature of the job, industry standards, or individual preferences. In a nutshell, while there's a clear trend towards including locations, there's still a portion who opt for a more location-agnostic approach. As with many resume choices, it boils down to what the individual believes best tells their professional story. Job-Seekers’ Mobility - Do The Locations Presented Differ Between Positions Diving into this data from 10,078 resumes that have location data included in the experience section: A significant portion, 8,725 individuals, have roles that span multiple cities. That's a striking 87% who've perhaps hopped between places during their career. This suggests a dynamic workforce, with many professionals gaining experience across different geographies, or maybe they're just bitten by the travel bug! Contrastingly, 1,353 individuals, or about 13%, have positions all located in the same city. These folks might have found a city they adore and decided to build their entire career there. Or perhaps, the opportunities in their field are concentrated in that particular city. The decision to stay in one city or explore opportunities in various places can depend on multiple factors. Industry hubs, personal preferences, family considerations, or even lifestyle choices can play a part. In essence, while many seem to have careers that have taken them to various cities, a significant number have chosen to root their professional journey in one place. How Many Resumes Underline the “Remote” Work Experience A majority of 7,358 individuals, which is about 73%, have not used the keyword "remote" in their job location. These folks are likely indicating traditional, physical work locations, possibly underscoring the importance or preference for on-site roles in their career narratives. On the other hand, 2,720 individuals, making up 27% of the sample, have highlighted "remote" in their job locations. This is a substantial number, suggesting a growing trend or acceptance of remote work. These individuals might be digital nomads, freelancers, or employees in companies with a strong remote work culture. Especially in recent years, with the rise of technology and changing work dynamics, the concept of remote work has become more prevalent. In conclusion, while a significant number of resumes still lean towards traditional job locations, there's a sizable chunk that embraces the remote work trend. It's an indicator of the evolving nature of work and how professionals are adapting to these changes in the job market. Using Quantifiable Achievements in 2023 US Resumes In the realm of job applications, quantifiable achievements on a resume are akin to gold. They offer concrete evidence of one's capabilities, turning abstract duties into tangible results. Employers often sift through countless resumes, and numbers can make accomplishments pop, providing a clear measure of success. Whether it's increasing revenue by a certain percentage, managing large teams, or executing projects under tight budgets, these figures tell a story of impact and effectiveness. In essence, quantifiable achievements transform a resume from a mere list of duties into a compelling narrative of value and contribution. A majority, 9,784 individuals or aboutBout 81%, have not used numbers or "%" in their position descriptions. This suggests that they've opted for more qualitative descriptions, focusing on duties, roles, and perhaps skills without necessarily quantifying their achievements. On the flip side, 2,301 individuals, which is roughly 19% of the sample, have incorporated numbers or "%" in their descriptions. This group understands the power of quantifiable achievements. Using numbers or percentages can provide a clearer picture of the impact they've made—whether it's boosting sales by a certain percentage, managing a team of a specific size, or completing projects under budget. Quantifiable achievements can be a strong selling point on a resume, as they provide concrete evidence of one's contributions and can make accomplishments more tangible to potential employers. In a nutshell, while most resumes in this sample lean towards qualitative descriptions, a significant number recognize the value of quantifying their achievements. It's a reminder that numbers can speak volumes, adding weight and clarity to one's professional story. Side Projects Presented in 2023 US Resumes From the 12,085 resumes we've delved into: The lion's share, 9,866 individuals or a whopping 82%, have no side projects listed. It seems for many, their primary roles or formal education have taken center stage on their resumes, leaving little room or relevance for side endeavors. However, not everyone has kept their extracurricular professional endeavors under wraps. There's a collective 18% that have dabbled in side projects. Here's a closer look: 527 individuals, around 4%, have taken on one side project. These folks might have a passion project or a single venture they've pursued alongside their main job. As for those with two or three side projects, they make up a combined 9%, with 622 and 521 individuals respectively. This group seems to have a knack for juggling multiple interests or spotting varied opportunities outside their primary roles. As the number of side projects increases, the count of individuals tends to decrease. From four to ten side projects, the numbers range from 252 individuals down to just 5. This suggests a smaller cohort of highly entrepreneurial or multifaceted professionals. In essence, while the majority of resumes spotlight primary roles and experiences, there's a significant minority that showcases side projects. These projects can offer a glimpse into an individual's passions, versatility, and initiative, painting a richer, more multi-dimensional picture of the candidate. Whether it's a tech hobby turned startup or a community initiative, side projects can add a unique flavor to a professional narrative. Single- Or Double-Column - The Most Popular Resume Format in 2023 A significant majority, 10,942 individuals or about 91%, have opted for a double column format for their resumes. This choice is quite popular, suggesting that many find it a useful way to present information concisely, making the most of the available space. It allows for a structured presentation, often enabling job seekers to fit more details on a page without it feeling cluttered. On the other side, we have 1,143 individuals, or approximately 9%, who've chosen a single column format. This more traditional layout is straightforward and can be particularly effective when the content is minimal or when individuals want a cleaner, more linear read for their prospective employers. In essence, while the double column format seems to be the go-to choice for most, there's still a group that leans towards the simplicity and clarity of a single column layout. The format of a resume, much like its content, often reflects personal preferences, the nature of the industry, and the specific role being applied for. Both formats have their merits, and the best choice often boils down to what aligns best with the individual's story and the job they're eyeing. Key takeaways The comprehensive analysis of over 12,000 US-based resumes has unveiled critical insights into the composition and trends of resumes in 2023. The findings reveal a notable preference for brevity, with the majority of job seekers opting for 1-2 page resumes. While traditional elements like educational background and work experience maintain their significance, the article highlights a gradual shift towards including remote work experiences and side projects, suggesting an adaptation to the evolving professional landscape. The data also reflects a strong inclination towards the double-column resume format, with a whopping 91% of job seekers favoring this structure for its space efficiency and readability. Despite the value of quantifiable achievements in showcasing one's impact in previous roles, 81% of candidates still choose not to include numbers or percentages in their resumes, potentially missing out on highlighting measurable success. Key Takeaways: Resume Length: The prevailing trend is towards 1-2 page resumes, accommodating the recruiter's preference for concise documentation. Remote Work: A significant 27% of resumes now list "remote" as a work location, underscoring the shift towards flexible working environments. Quantifiable Achievements: A vast majority are not utilizing numbers to detail accomplishments, potentially undervaluing the quantification of their impact. Format Preference: The double-column format is the overwhelming choice for job seekers, reflecting a trend towards more structured and space-efficient resumes. Side Projects: 18% of candidates list side projects, suggesting additional skills and experiences that extend beyond traditional employment history. Traditional Elements Persist: Despite evolving trends, many resumes still include traditional elements like home addresses, indicating a nod to conventional resume formats. This study provides invaluable insights for job seekers to refine their resumes and for employers to understand current trends in resume composition. It underscores the importance of evolving with the job market while also appreciating the enduring value of traditional resume elements.
Busting ATS Myths: Comprehensive Testing of Popular Resume Builders in 2023
Even before a candidate’s resume lands on a hiring manager's desk, it has to pass through a lot of hoops, the digital gatekeeper known as an Applicant Tracking System (ATS) being the most dreaded one. There is a plethora of myths circulating about how those systems work—such as the notion that ATS systems are incapable of processing double-column resumes, reject PDF file formats outright, or are incompatible with resumes featuring infographics. Such misconceptions can lead to unnecessary anxiety and hinder the jobseekers’ strategic approach to job applications. To address the various concerns surrounding the effectiveness of different resume formats and templates in passing through Applicant Tracking Systems, we undertook a comprehensive research project aimed at separating the myths from the realities. Utilizing a variety of the most popular ATS systems available in the market, we tested several widely used resume-building platforms to provide an impartial evaluation of their performance. This included mainstream tools like Google Docs and Microsoft Word, general-purpose design-centric software Canva, as well as a specialized resume-building platform - our very own Enhancv. We included our own product, Enhancv, in this research for a couple of crucial reasons. First, we believe in the efficacy and quality of our own platform, and we thought it was essential to see how it stacks up against other well-regarded solutions. We are committed to transparency and continuous improvement, and including Enhancv in the test allows us to identify areas for enhancement based on empirical data. Second, by including Enhancv in an impartial research setting that also evaluates competitors, we are promoting a level playing field that enriches the integrity of our study. It's important to note that this research was executed using an external ATS system to maintain the objectivity of the results. Our belief in our product is grounded in its design, features, and the value it offers to job seekers, but we recognize the importance of substantiating these qualities through rigorous, independent testing. By examining ATS scores and parsing capabilities across these various platforms, we aim to provide concrete insights that can guide users in choosing the most effective tools for their job application processes.How do applicant tracking systems (ATS) work Imagine you have hundreds of resumes for just one job posting; it's a mess to sort through all of them manually. That's where an ATS comes in. It takes all those resumes, reads them, and puts the info in a database so it's easy to search and organize, all to find the best candidates. When sourcing for an open position, recruiters can use it to post job openings, go through resumes quickly, set up interviews, and even check some stats on how well your hiring process is doing. It makes the whole "finding the perfect employee" thing a lot less of a headache, which comes even more handy for large companies. Basically, it's a one-stop shop for all hiring needs for the recruiting teams, Many ATS systems also come with additional features such as automated resume screening, interview scheduling, and analytics to help companies understand their hiring processes better. Some systems integrate with other HR software for a more seamless employee onboarding experience once a candidate is hired. Typically, when a job seeker applies for a position, their resume and application materials are uploaded into the ATS. The system then parses the information and stores it in a database. Recruiters and hiring managers can then search the database using keywords, skills, educational background, experience, and other filters to find candidates who match the job requirements. Understanding how an ATS parses resumes is crucial for job hunters. It's looking for specific keywords, skills, or experience that match the job description. If the resume doesn't have what the ATS is programmed to find, it might get skipped over, no matter how qualified a person is. That’s the reason why many job applicants try to "game" Applicant Tracking Systems to increase their chances of landing an interview. As stated before, these systems automatically filter and rank resumes based on specific keywords, qualifications, and other criteria set by employers, so the people are basically trying to beat the computer at its own game. As a result, people might resort to tactics like sticking to specific resume templates, avoiding infographics, or keyword stuffing—inserting relevant keywords or phrases excessively or out of context—in their resumes to pass through the system's initial screening. Others may use creative formatting or designs that they believe will make their resume stand out, although this cansometimes backfire since some ATS software struggles to accurately read unconventional layouts. The attempt to outsmart applicant tracking systems reflects the often frustrating and opaque nature of automated hiring processes. Still, it also poses ethical questions and can result in a poor fit between the candidate and the job role. It's a risky strategy that may offer short-term gains, but often at the cost of long-term career success and credibility. And, more importantly, very often is based on urban myths that have little to do with reality. Researching the most common ATS myths There are many myths circulating about how these systems work and how to "beat" them. We decided to tackle some of the most common misconceptions about ATS systems, backed by research and evidence, to set the record straight. There's a lot of folklore about what Applicant Tracking Systems can and can't do, very often causing needless stress and missteps for job seekers. Among the most talked-about myths are the belief that ATS systems can't handle double-column resumes, that they reject PDF formats, and that infographics will doom your application straight to the reject pile. Myth 1: ATS Don’t Read Double-Column Resumes Well The Myth: Many job seekers have heard that using a double-column resume format will result in automatic disqualification by ATS systems, which supposedly can't read or understand the layout. The Reality: Modern ATS systems are increasingly sophisticated and capable of parsing a variety of layouts, including double-column formats. Our study showed that the most popular ATS systems are fine with scanning and interpreting double-column resumes. However, the key is to ensure that the important information—like your contact details, experience, and education—is easily accessible and not buried within the layout. Single-column templates fare overall a bit better than double-column, with average scores of 93% for single-column and 86% for double-column. When researched in detail, the findings seem far less obvious - while still true for resumes built with MS Office and Canva, the data is reverted for Google Docs and Enhancv, both having surprisingly scored higher with resumes with double-columns than with single-column designs. Ehnancv scored 95% with single-column designs and 98% with double-column, and Google Docs 95% and a staggering 99% with single and double-column designs respectively. Single-column layouts usually perform well, but they have some instances where the 'Location' and 'Linkedin' scores are 0%, affecting the overall ATS score. Double-column layouts also perform well overall, especially those from Enhancv and Google Docs. However, some from MS Office and Canva showed drastically lower scores, pulling down the average for double-column layouts. The ATS struggled the most in all researched cases with parsing the skills sections of the resumes. On average the parse rate for the skills section for single-column resumes was 65%, while with the double-column resumes was only 46%. Both layouts also had issues with having the ‘location’ part of the resume header parsed, but surprisingly double-column resumes scored better than single-column ones. However, where double-column templates fell short was the parsing rates of LinkedIn information and candidate summary/objective, with only 82% and 89% being correctly parsed, as opposed to 100% and 97% respectively when the single-column template was used. A similar situation occurred with parsing the ‘Education’ and ‘Certifications’ sections. Single-column templates scored almost 100%, while double-column ones only scored 88% and 86%. Overall, single-column templates perform slightly better than double-column layouts. However, we wanted to dig a bit deeper. So– After a closer inspection and limiting the outcomes to Google Docs and Enhancv, we noted that, in some cases, double-column layouts scored higher than single-column ones. The readability of single-column resumes was at 95%, while, surprisingly enough, the double-column layouts scored at almost 98%. The biggest challenge and what subsequently lowered the scores for the single-column templates was parsing the ‘Location’ section from the resume header, scoring as low as 75%, compared to 89% in double-column layouts. The skills put on the resumes were also not fully parsed, reaching 85% parse rate for single-column resumes and 81% for double-column layouts. Keep in mind that these are the results of limited research conducted on best-performing resume-building software selected from the previous outcomes, beings Google Docs and Enhancv. The conclusion is - if the software was built or optimized for resume building and ATS in mind, like Enhancv, there is little to no difference in parse rates between single- or double-column layouts. In other cases, it’s still best for the jobseekers to stick to using single-column templates. Myth 2: ATS Don’t Work Well With PDFs The Myth: Another common belief is that resumes submitted in PDF format are unreadable by ATS systems, causing them to be automatically rejected. The Reality: The majority of modern ATS systems are perfectly capable of reading PDFs. For this part of the research we included (and subsequently pitted against each other) only two resume-building solutions from the tested list - Google Docs and Microsoft Office, and the reason for that is fairly simple - only those two offer a native export option in Doc format. For resumes created with Google Docs, the ATS seems to really love them. Whether in Doc or PDF format, they both scored incredibly well, almost neck and neck, with average parsing scores of 95% and 96%, respectively. It captures essential information really well. For instance, names, phone numbers, LinkedIn details, and experience descriptions are spot-on with 100% accuracy. But, a slight hiccup is spotted in parsing the location in the Doc format which stands at 50% and slightly better at 60% for the PDF format. Switching gears to MS Office, it's a bit of a different story. The Doc format, native to Microsoft Office, with an average ATS score of 88% performed better than the PDF at 85%. The ATS does a flawless job recognizing location, with both formats at 70%, and experiences related to bullets, company positions, and descriptions are parsed excellently at around 90-100%. Yet, there are some nuances. Skills, for example, are a bit of a weak point, being parsed at only 55%. LinkedIn details also show a drop in the PDF format to 75%. However, what is most important, it's always best to read the specific job application instructions to see if a certain file type is preferred or required. If no guidelines are given, a PDF is generally a safe bet, especially when using Google Docs. Myth 3: Infographics Don't Work with Your Resume The Myth: The use of infographics and other visual elements in a resume is often said to confuse ATS systems, causing these resumes to be thrown out. The Reality: It's true that overly complicated or elaborate infographic resumes may pose challenges for older or less sophisticated ATS systems. However, according to our research, simpler infographics that use standard fonts and straightforward layouts are generally ATS-friendly. For this part of the research we analyzed the parse rate of resume templates with infographics and the ones without, and how it affected the overall parse rate of the whole resume and the specific data contained in the infographics. Starting with Canva - if you're looking to use infographics, be cautious. The Modern resumes containing infographics scored an average ATS rate of 73%. That's a notable drop from the Simple resumes without infographics which stood at 85%. One major hiccup? Skills weren't recognized at all in either type. On the brighter side, areas like names, phones, and certifications were pretty consistently parsed. But, if you’re after ATS-friendliness, maybe go with the simpler design here. Our own Enhancv scored really high in the matter. Regardless of whether you opt for a modern design with infographics or a plain one, the ATS parsing scores are through the roof. The Modern design even outshines the Simple by a smidge, boasting a whopping 98% average score compared to 95%. Almost all areas, from names to certifications, stood strong at 100% or close. Let's talk Google Docs. With an ATS score of 95%, it’s almost at par with Enhancv's designs. The only slight glitch? Location, parsed at 55%. Otherwise, it’s all a green signal. Last but not least, MS Office. The Modern design yields a respectable 84%, while the Simple version pushes that up to 91%. Both formats showcase robust parsing for names and phone numbers. The modern version lags a bit in areas like LinkedIn and skills but stands strong in experiences, especially bullets and descriptions. All in all? If you're a fan of infographics and visuals, we’re not humble enough to state that Enhancv is the golden ticket. But if you're looking for simplicity and reliability, you can't go wrong with either Google Docs or the Simple version of MS Office. Canva is a great platform, but perhaps best suited for roles or industries where ATS isn't a primary concern. The trick is to keep it simple and avoid using images to convey important information. If you decide to use infographics or other visual elements, make sure the crucial details are also listed in text form. When it comes to the nitty-gritty of ATS parsing, colors and fonts generally don't tip the scales. That's right! The systems primarily focus on text content, structure, and relevant keywords. So, whether you've opted for a vibrant shade of teal or a muted gray, or decided between a classic 'Times New Roman' and a chic 'Helvetica', it won't make a jot of difference to the ATS. However, that's not to downplay their importance. The choice of colors and fonts can significantly influence the overall aesthetics, readability, and vibe of the resume. They play a crucial role in making that first impression and ensuring that the document is appealing and legible when eventually viewed by human eyes. In industries where creativity and design sensibilities matter, these elements can even become central to standing out. So while you shouldn't fret about colors and fonts from an ATS standpoint, they remain pivotal for showcasing professionalism, attention to detail, and personal branding. Always remember, once the ATS has done its part, your resume should still shine in front of human recruiters! Takeaways Key takeaways from our research include: Modern ATS systems are more adaptable than the myths suggest. They can handle double-column resumes and readily process PDF formats. When using resume-building software designed with ATS in mind, like Enhancv and Google Docs, the distinction between single-column and double-column layouts becomes less significant. Simplicity is key. Whether you're using infographics or other visual elements, ensure crucial details are present in text form. Avoid overly complicated designs that might trip up older ATS systems. While ATS doesn't discriminate based on colors or fonts, the design aesthetics remain paramount for human reviewers. Balancing ATS-friendliness with a visually appealing resume is the ideal strategy. Lastly, don't just rely on tricks to 'game' the system. A genuine resume reflecting your skills and experience is always the best approach for long-term career success. Understanding and demystifying the workings of ATS can empower job seekers to navigate the job application process more confidently. Always remember that while technology plays a significant role, at the end of the day, it's the human connection, skills, and experience that seal the deal.
How to Announce Your Job Search on LinkedIn?
You are ready to pursue a new job opportunity, and this is really great. However, you might ask yourself – what is the best way to do so? In today’s job market, it might not be enough to simply apply for open job positions. You might also need to put yourself out there. And the best way to do so is to announce your job search in the biggest professional network out there – LinkedIn. We are here to help you do this just right by exploring the following questions: Why do you need to announce your job search on LinkedIn? How to announce your job search on LinkedIn? And we are going to wrap things up with some great example announcements for your LinkedIn profile to get you started on your own. So, if it all sounds good, let’s dive in. Why do you need to announce your job search on LinkedIn? No one likes to go through a long and boring job search, you would always want to find a new great job in no time. However, to do so, simply applying for job positions might not work so well. What is more important than that is for you to put yourself out there and let the right people know that you are available for new job opportunities. And what better place to do that than the biggest professional network – LinkedIn. By putting an announcement for your job search on LinkedIn, you easily get your profile in front of the eyes of recruiters, and you put yourself on the right track towards your next job. How to announce your job search on LinkedIn? Now that you understand why announcing your job search on LinkedIn is important, it is important to understand how to do it just right. To help you out, we will separate the process in two main tasks you need to complete – optimize your LinkedIn profile, and create a LinkedIn post to announce your job search. Optimize your LinkedIn profile Before you even start thinking about your announcement, it is important to make sure your LinkedIn profile is up-to-date, and as optimized as possible. You can do so in a few ways. Optimize your LinkedIn profile using AI There are many ways you can try to improve your LinkedIn profile, but the fact is that the most effective one is to use the AI-powered LinkedIn review tool. What it does is analyze your profile and identify any areas of weakness. Furthermore, it will give you suggested words and phrases to help you get more opportunities through the platform. Improve your LinkedIn profile headline An important part of your LinkedIn profile that should always be optimized is your LinkedIn headline. Your LinkedIn headline is a short text that you include under your name and appears anywhere you go on LinkedIn. You would want to make sure that your headline is clear and includes a few specific keywords that will attract recruiters to your profile. These can be anything from qualifications needed for your job, all the way to personal characteristics. A great way to make your headline better is to include keywords specific to your industry in it. Update your LinkedIn profile summary The last part that you need to absolutely keep up-to-date on your LinkedIn profile is your summary. It should be descriptive, and catch the recruiters’ attention. Your LinkedIn summary is also a great place for you to get into more detail on your work experience, as well as your skill set. Create a LinkedIn post to announce your job search Now that you have optimized your LinkedIn profile, it is time to create a LinkedIn post in which to announce your job search. To make sure you create a great announcement for your job search, you should stick to four simple steps. Create a draft announcement outside of LinkedIn first Maybe on an average day, you allow yourself to just open social media and craft up a quick post without putting too much thought into it. However, when it comes to creating your announcement for your job search, you would want to be a bit more careful. It is a great idea to first create a draft in an external application, and really be careful about what you write, as it might be the first impression you give to potential employers, and new colleagues. But even if you are carefully, you can still have some typos, so make sure you also run your text through a software that can help you catch any mistakes. Explain your reasons for searching for a new job When it comes to the content of your announcement for your job search, it should center around two main topics – why you are looking for a new job, and why you would be an asset to your potential employer. There are many possible reasons for you to be looking for a new job, including: You are looking for a career change You are returning to work after a career break You are looking for a new challenge You are moving to a new location You were laid off No matter the reason, you should give some context to your situation and what your reasons for searching for a new job are. One thing you need to remember when crafting your announcement is that you should at all times keep it optimistic. If you did not part with your previous on good terms, your LinkedIn post is definitely not the place to trash their company, as this can only work against you. Present who you are and what you do After presenting your reasons for searching for a new job, it is time for you to focus on the other main topic of your announcement – who you are, and why are you an asset. You would want to get in some greater detail, so that you can get the best results from your announcement. Include your best skills, expertise, and highlight your best accomplishments. However, don’t repeat your whole resume on your LinkedIn announcement. Instead, focus on a few key accomplishments and go into some greater detail on them. Last but not least, don’t forget to use keywords related to your industry, role, or personality, just to make your announcement even more engaging. Wrap up your announcement with an engaging call to action Once you have all the key topics of your announcement for your job search on LinkedIn, it is time to wrap things up. And what better way to do so than a call to action to stimulate the recruiters to contact you… Some example calls to actions you can use on your announcement are: If you know any amazing job posting for [THE POSITION YOU WANT], please send them my way Tag someone in your network who you know is hiring If you know someone who is hiring in the [THE INDUSTRY YOU WANT], let me know The last thing you can add to the bottom of your post to make it even more noticeable by recruiters is to: Use hashtags like #OpenToWork or #JobSearch Tag companies you are interested in Include link to your portfolio or personal website Examples for announcing your job search on LinkedIn And now, as promised, we are going to leave you off with some great examples to get you started on your own LinkedIn announcement for your job search. Example – if you were laid offExample – if you are changing fieldsExample – if you are returning to work after career breakTakeaways We are all done, now you know how to announce your job search on LinkedIn just right. Let’s go through all the essential steps you need to take one more time: Optimize your LinkedIn profile by: Using AI – the built-in features of LinkedIn are your best chance to get the best out of your profile Improve your LinkedIn headline – as it is what follows you everywhere around LinkedIn Update your profile summary – it is the best way to show off all your expertise and qualifications in the first glance of your profile Create a LinkedIn post to announce your job search by the following steps: Create a draft announcement outside of LinkedIn first – it is best to first create a draft so that you don’t post anything with errors in it Explain your reasons for searching for a new job – no matter what your reasons are, you should provide them in your announcement, but keep the overall tone positive Present who you are and what you do – that’s the place where you can show off all your best skills, experience, and highlight some of your best accomplishments Wrap up your announcement with an engaging call to action – don’t forget to finish up your post with a call to action to make more recruiters contact you Now that you know all that, it is time for you to get on your LinkedIn profile, and let recruiter know that you are open to work in the best way possible.
How to Showcase Your Minor on LinkedIn?
One of the most important parts of your professional profile when searching for a new job is your education. However, only updating it on your resume is often not enough, you need to make sure that your LinkedIn profile is also up-to-date. And when it comes to education, there is something that most applicants sometimes miss out on listing – their minor. But that raises the question – how to include your minor on your LinkedIn profile just right? We are here to help you, in this article, we are going to explore the following topics: What is a minor? Should you add your minor on LinkedIn? How to add your minor on LinkedIn? So, if you are ready to show off your minor on LinkedIn, let’s dive in. What is a minor? An academic minor is a college or university degree that is secondary to the person’s major. Just like with the major, to earn a minor, one has to complete a series of classes, laid out by the academic institution. The main difference between a major and a minor is the time needed to earn the academic degree, and the number of courses required To get your minor degree, in most cases you would only need to invest three years of study, and the courses you have to complete are therefore less than these of a major degree. Typically, students choose to pursue a major connected to their intended career, and take on a minor depending on their personal interests. However, in some cases, students prefer to pursue a minor to provide a specific specialization that can make them more attractive to potential employers. Should you add your minor on LinkedIn? The short answer to this question is yes, but only if it is relevant. Listing a relevant minor on your LinkedIn profile can only be of help to you, as it will provide additional context for recruiters. You might consider leaving your minor off your LinkedIn profile if: It is completely unrelated to the job positions you are applying for and the career you are pursuing If you graduated more than 10 years ago, as a minor from that long ago will probably be considered irrelevant If you have more than one minor – in that case, you would want to draw attention to the most relevant ones But make no mistake, a minor alone won’t land you a job. You would need to show you have more than that, and you can offer your potential employers some relevant experience, skills, and qualification. How to add your minor on LinkedIn? Now that you understand when you should include minor on your LinkedIn profile, it is time to find out how to do it just right. Just like you would do on a resume, you need to list your minor in the appropriate place – the education section. In your education section in your LinkedIn profile, you will find many options. Let’s go through them all: School – in this field, you need to enter the academic institution where you got your minor in Degree – that’s the place you need to specify that the rank of the degree is a minor Field of study – in this field, you should specify the main subject area of your studies Start date – it is important to list the date that you started your minor degree End date – along with the start date for your studies, you need to list the end date as well. However, if you are still studying, you can always list your minor as “ongoing” Activities and societies – it can only help you out in the hiring process to list the activities you have carried out during your minor, as well as the associations to which you belong Description – you should take advantage of the opportunity to add description to your minor in your LinkedIn profile, and complement all your information to show you in the best possible light Media – if you have any additional documents related to your minor that you would like to show to the hiring managers when they are browsing through your profile, this is the perfect place to attach them Last but not least, if you have more than one minor that you would like to add to your LinkedIn profile, you can always do so by clicking the “Add a minor” button in the education section of your LinkedIn profile. Takeaways We are all done, now you know how to showcase your minor on LinkedIn. Let’s go through all the important steps you need to take when listing your minor on your LinkedIn profile one more time: Consider if it is relevant to the positions you are applying for – you would not want to clutter your profile with information that does not help you get your dream job Consider if your minor is still relevant once more – if it was too long ago, or you would like to draw attention to a more relevant minor, you might want to omit a minor Fill in all your relevant fields to your minor in your LinkedIn profile – these include: School Degree Field of study Start date End date Activities and societies Description Media Consider listing more than one minor on your LinkedIn profile, if you find them to be relevant to the positions you are applying for Now that you know all that, go to your LinkedIn profile, and make your minor present you even better to hiring managers.
Should You Include Citizenship on Your Resume?
When it comes to writing your resume, there are plenty of details that you need to think about. And even though this is not even considered as part of the hiring process, adding citizenship might be tougher than one thinks. In most cases, it is not an issue, but sometimes it might happen that you find it more difficult than expected. In this article, we are going to help you by exploring the following questions: What is citizenship? Should you include citizenship on your resume? When should you include citizenship on your resume? How to list citizenship on your resume? So, if you are ready to find the answers to all these questions, stick around. What is citizenship? By official definition, citizenship is a legal status and relation between an individual and a state that entails specific legal rights and duties. However, citizenship is generally used as a synonym for nationality. Where citizenship is used in a meaning that is different from nationality, it refers to the legal rights and duties of individuals attached to nationality under domestic law. In some national laws, citizenship has a more specific meaning and refers to rights and duties that can only be exercised after the age of majority (such as voting rights) or to rights and duties that can only be exercised in the national territory. Should you include citizenship on your resume? In general, there are certain things that you should omit on your resume, including: Race Nationality Gender Religion Sexuality That’s because there are laws that prohibit employers from discriminating against people at work or in the hiring process based on these. Furthermore, you might come across as unprofessional if you include any of these on your resume. And actually citizenship is also on that list, so employers can’t choose who to hire based on their citizenship or country of origin. However, there are certain situations in which you need to list your citizenship on your resume. When should you include citizenship on your resume? Once you know that it is generally not a good idea to list citizenship on your resume, it is time for us to take a look at the exceptions. It is a good idea to include citizenship information on your resume if: You want to avoid illegal discrimination You are applying for a job that legally requires US citizenship – these are generally US government jobs, or positions requiring security clearance You are in a country with highly competitive job market, and has strict work permits – in that case local citizens might be favored, and you should list it if you are one You are a senior level employee, and wish to list it – that’s because companies are much more willing to take on any costs for work sponsorship costs when you are an experienced professional How to list citizenship on your resume? If you decide to go for including citizenship on your resume, you should know how to do it right. To do so, the best approach is to simply add a short footnote at the bottom of your resume. Remember that you are in no way obligated to list your citizenship on your resume, but if you decide to go for it, it should not stand out as unnatural. Last but not least, make sure that the citizenship on your resume does not take up more than one line. Some great examples you can use on your resume are: “US Citizen” “No work authorization required” “No sponsorship required” “Authorized to work for any US employer” But you can also use your own way to list your citizenship on your resume, as long as it is short and clear for the hiring managers. Takeaways We are all done, now you know when and how to list citizenship on your resume. Let’s go through all the important points you need to think about one last time: Generally, you should omit certain kinds of information on your resume, including citizenship, as employers are not legally allowed to take it into account in the hiring process You can consider listing citizenship on your resume if: You want to avoid illegal discrimination You are applying for a job that legally requires US citizenship You are in a country with highly competitive job market, and has strict work permits You are a senior level employee, and wish to list it If you wish to list your citizenship, remember to make it brief (with just one line), and on the bottom of your resume Check out our examples for listing your citizenship on your resume, and decide if you want to go for it, or omit that personal information on your next resume.
How to Quantify Your Achievements on Your Resume +Examples
In today’s competitive job market, it is important to take every opportunity to make your resume stronger. A great way to do so is by quantifying your achievement on your resume. Including numbers in your achievements descriptions might be the difference between a quick glance from the hiring manager, and scheduling an interview. But before you add any numbers into your resume, you should know how to do it right. In this article, we are going to help you by exploring the following questions: Why is it significant to quantify achievement on your resume? How to quantify achievement on your resume? And just to get you ready even more, we are going to wrap things up with some great examples to help you quantify your own achievement in your resume. So, if you are ready to use all the numbers in your favor in your resume, let’s dive in. Why is it significant to quantify achievements on your resume? You should always aim to make your resume as strong as possible. One of the best ways to do so is by quantifying your achievements, but you might ask yourself why is that exactly. The first thing you accomplish by including numbers along with your accomplishments is that they instantly grab the hiring manager’s attention. Not only that, but they also give the information in your resume more credibility. Furthermore, every number in your resume lets the hiring manager compare your results to those of other candidates, which can set you one step ahead of some, and will definitely take you ahead of the competition which missed out on quantifying their achievements. How to quantify achievements on your resume? Now that you understand the importance of quantifying achievements on your resume, it’s time to learn how to do it just right. To do so, you only need to follow a few simple steps. Keep track of your work The first thing you need to do should become a habit for you, if you want to save up some valuable time. If you constantly keep track of your work, and your achievements, it will not only be easier for you to add the quantified data to your resume once you start searching for a new job, but you will also see what you are good at, and what you need to work on. So make sure you make a list, and keep it updated with every work-related accomplishment you get, along with the quantified result. Use ranges Numbers on your resume can be your greatest friends when it comes to job searching. However, that does not mean that you should absolutely stay away from ranges. There are a number of reasons why you might not include a specific number in an accomplishment on your resume, like: You don’t have access to a specific number You can’t calculate an exact number to quantify the achievement You prefer to use a range, rather than a specific number Whatever the reason, using a range to quantify an achievement can be just as strong as an exact number. Focus on the key metrics Numbers on your resume are effective, but that only applies if you use them correctly. You should not just throw them around anywhere you can, but instead you need to focus on key metrics. Such metrics that can catch the hiring manager’s attention are: Money – when it comes to money, numbers are essential for every successful company. If you can show improved financial performance due to your achievements, you should absolutely include some strong numbers there, either as specific amount, or percentage People – you can also quantify people, which can mean many things – from clients you had, to a size of a team you had managed Time – another highly valued number you should include on your resume is the experience you have in specific positions, as the work experience is definitely the first thing a hiring manager is looking for on your resume Proofread Last but not least, you need to check if all the numbers you have listed on your resume are actually correct. It is really important for you to present accurate and real information to the hiring manager, and remain honest throughout the whole hiring process. Examples of quantifying achievements on a resume And now, as promised, we are going to wrap things up with some great examples of how to quantify achievements on your resume. Takeaways We are all done, now you know how to quantify your achievements just right. Let’s go through all the essential steps one last time, you need to: Keep track of your work – create a list and constantly update it with your achievements, along with the quantified result from them Use ranges – if you can’t or don’t want to use exact numbers for some of your achievements, don’t forget that ranges can be just as strong Focus on key metrics – think about what the hiring manager would be interested in, and focus your numbers in that direction, rather than adding them everywhere Proofread – go through all the numbers you have listed, and make sure they all present the actual result, as you would want to be as honest as possible in the hiring process Check out our examples one last time, and get ready to quantify your own achievement in your resume.
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