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It's especially annoying when someone claims to be "detail oriented" or to have "excellent written communication skills" and they have typos, spelling errors, and poor grammar on their resume!
This is okay if you are giving specific examples of skills, but in order to list the skills, themselves, it's hard to get away from the very wording this article criticizes.
It's especially annoying when someone claims to be "detail oriented" or to have "excellent written communication skills" and they have typos, spelling errors, and poor grammar on their resume!
I try to avoid writing those things on my resume simply because of the risk of not living up to those qualities. There's always some mistake somewhere.
These kinds of articles annoy me because they assume that we have some way to measure the before and after effects of a single aspect of our job. I realize that it's nice to have these quantatative descriptions, but many times we have no way to measure how our actions have improved a product or increased sales. It also assumes that we have the time to measure something, improve/fix it, and then measure it again. You usually only have time to fix it before the next assignment comes in.
Most hiring managers don't want to look at resumes that are very long. If my resume included that kind of quantitative detail, it'd probably be well over 3 pages long. HR looks through resumes very quickly and a lot of them. They don't need to know the story of your professional life right then and there. If they like any of what they see, that's what the interview process is for.
I completely agree with the previous posters. There is not enough room in the resume format, and many skill sets are not quantitative at all. Hiring managers are looking for a sense of experience and problem-solving and are more likely to look at the names and nature of previous employers and job titles rather than specific details. It's great to have specific examples of your successes ready for the phone call or in-person interview though.
These kinds of articles annoy me because they assume that we have some way to measure the before and after effects of a single aspect of our job. I realize that it's nice to have these quantatative descriptions, but many times we have no way to measure how our actions have improved a product or increased sales. It also assumes that we have the time to measure something, improve/fix it, and then measure it again. You usually only have time to fix it before the next assignment comes in.
Exactly, and with so many companies using a team concept how on earth would you even begin to try to measure the effect of your personal contribution.
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