Between my work as a Career Communication Coach and previous roles in executive recruiting and HR, I've seen a whole lot of resumes.
Today, I'm going to let you in on a little secret and share the #1 resume problem that I regularly encounter with clients, along with a few easy steps you can follow in order to address the problem in your own resume.
The Problem: Emphasis on Responsibilities
Most people that I work with for resume writing don't demonstrate a lot of confidence in their work experience. In fact, a lot of the comments that they make are downright apologetic:
"Oh, I know I haven't done a lot in that area. I should've done more."
"Yeah, I guess I did that, but it wasn't a big deal."
"I don't really think I'm good enough for the positions I'm interested in."
I've mentioned before that one of the best parts of my job is the client reaction--that moment when a client sees his or her professional identity written out accurately, clearly, and confidently for the very first time, whether it be on a resume, a new website, or a grant proposal. Most clients are startled, and they read over the content a few times before saying, "Wow, did I really do all of this?"
I generally laugh a little, and say, "You tell me. Is anything inaccurate, or even exaggerated?"
They hungrily pore over the details, and are confused when the answer is "No! I actually did all of that, didn't I?"
The resume issue in this scenario is almost always an overemphasis on responsibilities, duties, or tasks. Many people approach their resume as if it were a job description -- they try to capture all of the check-list items they're responsible for, and list those as resume bullet points.
The problem with this approach is that every single person with a similar role and/or job title has exactly the same list of responsibilities. There's nothing in that list of tasks that sets a candidate apart from other applicants, or leaves any sort of impression on the reader.
Quite frankly, this approach is 100% ineffective. The recruiter or hiring manager reviewing your resume is going to be bored out of his or her mind, and will likely move on to another candidate immediately. On average, recruiters will only spend 6 seconds looking at your resume. While other factors like formatting are definitely part of the solution, responsibility-heavy content is definitely not helping you stand out from the crowd.
The Solution: Emphasis on Results
The fix for responsibility-focused resumes is a perspective shift toward results.
When I'm chatting with clients about their job history and achievements, a lot of them groan when I ask about results, or just look at me with desperation and shrug. Many people aren't accustomed to thinking about their professional achievements as results, so at first glance, it's hard to come up with anything to share.
But that doesn't mean there's an absence of results.
Many clients shy away from the results question because they're not in a traditional, numbers-driven role like sales. The word 'results' carries with it an expectation of hard numerical data: percentages, dollar signs, you name it. Some of those figures are obvious, as they can be in sales, but they don't have to be. If you're not consistently thinking about measurable definitions of success, then you're bound to be caught of guard by the request for proof of your success.
So how do we solve the problem?
Step 1: Define Measurable Success
Let's say you're considering a role where you're responsible for managing volunteers. Great--you manage volunteers, but so do a lot of other people. How can you measure and demonstrate that you managed those volunteers successfully?
Think about all of the potential measurable components that are involved with managing volunteers. Here are the ones that come to mind right away:
- Number of volunteers you work with on a regular basis
- Volunteer retention over time
- Volunteer engagement, or the rate at which volunteers choose to donate their time
- Average monthly hours of volunteer time from the beginning of your tenure, versus the present
- Increase in the number of volunteers over time
- Increase in engagement over time
- Volunteer satisfaction data collected from feedback surveys
As you can see, an area of responsibility that doesn't inherently lend itself to measurable results can definitely be measured. That said, if you're not actively measuring these areas, then there's no way to demonstrate that you've succeeded.
This leads us right into Step 2.
Step 2: Start Measuring with Intention, and Do it Now!
Imagine looking at a resume that hasn't been touched in 15 years. As much as we wish we could, it often isn't possible to dig up the data retroactively. Think of all the achievements and professional highlights that could be lost over time!
Most of what you're able to measure in order to demonstrate success needs to be measured with intention, on purpose, while you're working on the given project. Take some time to define measurable success metrics at the beginning of each project, measure as you go, and record the results.
Your efforts will spare you a lot of professional regret down the road during your next job transition, and will also help you identify professional wins that might have otherwise gone unnoticed.
Step 3: Look for Ripple-Effect Results
Sometimes the most significant results of your work aren't directly numerical. In some cases, they might be entirely anecdotal. On top of that, something great can happen in response to your work that you didn't intend to happen at all! Should we bury these situations or neglect them as professional achievements, simply because they aren't traditional, direct measurements? Absolutely not!
Perhaps you planned and oversaw an event for your non-profit organization. It wasn't a fundraising event specifically, but one of the attendees was so impressed that they decided to make a significant contribution to the organization. You didn't directly solicit the donation--you're not even on the development team, perhaps!--but your work still resulted in a major win for the organization.
Or, let's say you work for a youth development organization, and you've been investing a lot of time and effort in community outreach. Your main goal was to increase visibility, and make sure the community is aware of your programming. During your outreach efforts, you happened to develop community partnerships with a few local businesses. Those partnerships led to unexpected enrichment opportunities for the children in your programs, creating new, fun ways for them to learn and grow.
I like to call these sorts of results ripple effects. Because of your actions, something unexpected or indirect happened, and there was a positive outcome. There might not be numbers involved, but that doesn't change the fact that something good happened! You should absolutely keep track of these ripple effect results, even if the result is purely anecdotal. Results are results, intentional or not!
Responsibility vs. Results in Your Resume
In today's job market, it isn't enough to just write down what you do every day and call it a resume. As much as we don't like to do so, you have to take this opportunity to brag a little! Your resume is designed for this--it isn't arrogant to accurately and confidently convey your professional achievements.
It's a good and rewarding experience to be proud of your work, and to communicate your results effectively. I invite you to consider your own achievements today, and how you might better present those career highlights in your current resume. You never know--those examples will very likely come in handy some day!