After “The Biggest Mistakes I see on Resumes, and How to Correct Them“ received over two million reads, the author, Laszlo Bock, SVP of People Operations at Google, wrote a part two follow-up to answer some of the reader’s most common questions. Bock answers the most asked questions readers left in the comment section, drawing on his expertise and years of experience. Read on to see the SVP’s take on these matters. You may find that you too have shared some of the same questions.
[RELATED: READ PART ONE HERE]
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Should I have keywords and jargon on my resume?
When it comes to jargon, Bock approves. One reason finding a job is so hard is because “resumes are awful at conveying who you really are and companies stink at screening resumes.” Create a “Skills” section on your resume and complete it using buzzwords from the job posting. He deters applicants from using verbs, and instead recommends creating a list. Save the compelling points for under each job.Should I pay someone to write my resume?
“Nope,” advises the Google SVP. Bock leads readers to another article he wrote, outlining the formula for a perfect resume. He suggests reviewing someone’s resume who works a job you want, and then emulating, not copying, how they described their experiences and accomplishments.
Should I include organizations where I worked more than 20 years ago?
“For a competent hiring manager, your early experience isn’t relevant. No one cares that I worked at an Olive Garden 20+ years ago,” writes Bock. Have an arbitrary cut-off point and create a “Prior Work Experience” section. There you can summarize previous employers and roles.
Do resumes predict performance?
Bock writes that resumes are a poor information source, and he hasn’t found them to be strong indicators of performance. The best predictors of performance are work sample tests and cognitive ability tests, which he states are best assessed using structured interviews.
Shouldn’t HR departments and recruiters work harder to find the best people? Why put the blame on the job seeker?
“I want everyone to have the best possible chance of landing their dream job,” Bock answers. “That means controlling the parts of the application process you can.” He explains that while you can’t control the quality of the person reviewing your resume, you can control every single word on your resume. Recruiting firms only get paid when they fill jobs, so they are actively looking through resumes with the intention to select hires.
I’m a mom (or dad) coming back into the workforce after time off with my child. How do I explain the time off?
Bock recommends owning your decision to spend time with your family or volunteering. List it and explain it on your resume. “Parents who have left the workforce and are coming back in are one of the biggest untapped sources of talent for recruiters. We get that at Google, and more and more other companies are starting to see it too,” according to Bock.
Polish up your resume, referencing part one and two of Google SVP of Operations Laszlo Bock’s resume tips. Also, check out these other useful career pointers.