I walked into a local sports station with my new resume in hand, and the receptionist bluntly asked me: “Would you want to read a six-page resume on top of everything else you had to do?”An HR consulting service provides tips on what clients don't want to see in your resume.

Don't Make A Six Page Resume

These are a waste of valuable resume real estate and usually contain information recruiters would find reading other parts of your resume or your cover letter.Recruiters and hiring managers tend to skim or speed-read resumes. This means that the first half of your resume has a much bigger role in making a first impression than your second half, and you want your most important and impressive qualifications up top.

A Personal Summary

There’s a false perception among job seekers that Applicant Tracking Systems (ATS) auto-reject resumes without relevant keywords. As a result, some people awkwardly pack their resumes with words from the job description.But that’s not the reality. An ATS is used to integrate with other company internal systems and keep applications and reports organized. It’s the humans who do the rejecting. So only include keywords from the job description when they have a true purpose and align with your experience.

Stuffed Keywords

It’s easy to go overboard and put too much detail into each role you’ve held. But it’s not necessary to include everything. In the tech world, for example, anything you did more than three years ago is considered outdated.Focus more on your last one or two major positions and how the skills you used there will make you a great fit for the role. This may mean the more recent jobs on your resume have more bullet points under them than the older ones, and that’s perfectly fine.

Outdated Experience

You want someone’s first impression of you to be of your skills — not your looks or your personal style. Avoid bias by leaving out your headshot or any graphics you designed.Even a basic graph or line chart can work against you. You never know how someone will read a graphic representation of your skills. You may give someone the impression that you’re more or less competent with a particular skill than you actually are.

No Pics

If you have years of experience, there’s no need to list every job you’ve ever had. This only clogs up precious space.Your resume should demonstrate you’re the perfect candidate for the specific job you’re applying to. So only include experiences that relate back to that job. The best way to make your resume impactful is to contextualize and support your achievements through numbers and percentages.

Filler Roles

Your resume should demonstrate you’re the perfect candidate for the specific job you’re applying to. So only include experiences that relate back to that job. The best way to make your resume impactful is to contextualize and support your achievements through facts and figures.It is best to stay factual and avoid filler words. Look for entire sentences that can be eliminated to save precious time for the recruiter.

Write The Facts 

Numbers allow you to paint a before and after narrative, clearly showcasing your positive impact on your working environment. Maybe you increased sales by 50% or increased email clickthrough rates by 500%. Either way, you made a real, measurable, positive impact.

Tip: Use Numbers For Comparisons

Need resume help? Jermaine Murray, a career coach and recruiter who has helped people land jobs at companies like Google, Facebook and Uber, says that skills over three years old are consider "outdated." He offers insight into what hiring managers never want to see on resumes.

career

Career

I've helped people land jobs at Google, Facebook and Uber—here are 5 things I never want to see on your resume

Goal(s): What are you trying to achieve.Horizon: What's the time frame for success.Investment: How much time and/or money will you need to put in.ROI: Look at how the level of effort compares to the perceived level of impact.Capabilities: What skills or technology do you need.The best approach is often a strategic blend of two archetypes tailored to your concept or need.

Successful Self-Promotion: The Factors

Focus on a signature achievement, recognizable expertise, or persona - and then market the heck out of it for years.Examples:<ul><li>Recognizable campaigns such as "Don't Hate Me Because I'm Beautiful"</li><li>Powerful speeches such as Eva Galperin given at TedWomen</li><li>Breakthrough point of view such as best-selling Atomic Habits by James Clear</li></ul>

A Recognizable Campaign

Create something you're known for and that can be consumed by or engaged with others.There’s usually a creative idea or handle, and commonly appears as video or audio content.Curation: curate a community that people want to be a part of.Pros: Great to build your network, gratifying for ego, plus revenue potentialCons: Requires a hook, time intensive; potentially $$ investment

Show Your Skills

Advertising people know the power of the marketing stunt, a PR-worthy activity that captures the spirit of what your brand is all about or puts an exclamation point on the promise you want to make. This is right out of an ad agency playbook but applied to individuals: Do what others haven’t. Be the first. Or the biggest Y.

The Stunt

<ul><li>Workhorse approach that believes sweat and consistency pay off</li><li>Post every day on Linkedin.</li><li>Write an article every two days on Medium</li><li>Create a newsletter on Substack or Linkedin</li></ul>Examples: Scott Monty's Weekly Newsletter Timeless & Timely, Tim Denning's Timeless Leadership, Ann Handley's Total Annarchy

The Machine

Don’t go it alone. Instead, team up with folks who are complementary and collaborative. It could also be an individual, a trio, or a village that works together. It can be more fun than going solo. It’s also far more rare.Examples: The Holderness Family’s Wordle videos, Unf_nish_d Biz, The Fearless Brands community, Rising

The Team

<ul><li>Each archetype has a different return on investment when you consider the level of effort and level of impact.</li><li>You want to avoid things that are high effort, low impact and low effort yet low impact.</li></ul>Consider the following: Distribution, Website, Editing, Mailing list/CRM, Social, Music, and eCommerce

Return On Investment

Here is a typical ecosystem of platforms to enable self-promotion:Distribution:  Anchor, owned by Spotify. It has some basic editing and sound effect features and is free to use with some basic analytics. Website: A podsite service called Podpage.Editing: Descript, a transcription tool, to record and edit WYSWIG each episode. Mailing list/CRM: Mailchimp eCommerce: Gumroad Links: A paid version of Linktr.eeSocial: No surprise, Instagram is the biggest driver Music: Distribution to Spotify, Apple Music, Soundcloud, Amazon Music etc. can be done through Distrokid.

Supporting With The Right Capabilities

You’ve made progress on your personal or professional story and now you want to turn that into action. Where do you start, what does it look like. and what can you expect from the investment and the…

personaldevelopment

Personal Development

communication

Communication

Putting It Out There

Pay gaps are a huge problem in companies around the world. On average, women earn less than their male counterparts. Women of colour may earn over $1 million less in lifetime earnings due to unequal pay. Some companies are starting to address this problem. However, organisations often only identify the symptoms and fail to correct them: low starting salaries for people from marginalised communities, discrimination during promotions and appraisals, and other factors.

Pay gaps

Many leaders still encourage secrecy related to compensation. Line managers can play an important role in changing this culture:<ul><li>As a line manager, you are between your direct reports and the leadership team. You know how compensation and appraisal decisions influence your team's motivation and performance. </li><li>A survey found that when employees understand how salary decisions are made and can freely discuss their pay, they feel valued and more likely to trust their organisation. As a manager, you can normalise these conversations by learning how to talk about them with your team.</li></ul>

Taboo pay conversations

<ul><li>Create clear salary ranges for different positions on your team. Work closely with leadership and your HR department on setting benchmarks. Make this information public so that your direct reports have clarity around where everyone stands.</li><li>Be transparent about salary while hiring. Include the salary range when you advertise for a role. Evaluate compensation based on skills, expectations, and responsibilities for the role.</li><li>Conduct quarterly or annual reviews with each team member. Discuss and review their compensation and ask if they feel they are fairly compensated for their tasks.</li></ul>

How to talk about equal pay with your team

Talking about fair compensation shouldn’t be a taboo.

I've helped people land jobs at Google, Facebook and Uber—here are 5 things I never want to see on your resume

Putting It Out There

Managers, Here’s How to Advocate for Pay Equity

Christopher Lucero