<p>I’ve heard 6 seconds. It takes 6 seconds on average for a hiring manager to determine whether your resume warrants a second look. You better make sure the most important bits are easy to find in that 6 seconds.</p>
<p>I think adding a picture of yourself on the upper right/left is good. Kind of catches attention but doesn’t take from the resume.</p>
<p>The picture thing is actually very common in Europe, not so common in the US.</p>
<p>I occasionally get a resume with a picture on it, and it is always from someone in Europe. I don’t like it when the resumes have pictures, since it exposes characteristics that we aren’t supposed to consider in hiring - race, age, gender, etc.</p>
<p>I occasionally get a resume with a picture on it, and it is always from someone in Europe. I don’t like it when the resumes have pictures, since it exposes characteristics that we aren’t supposed to consider in hiring - race, age, gender, etc.</p>
<p>^ So if a person’s name is, Shirley Jensen, wouldn’t you just assume that this is a Caucasian American female probably from the Midwest? A picture would just punctuate things a little more wouldn’t it?</p>
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<p>There are, unfortunately, studies that show that resumes with a gender-neutral names (like Pat) or with names commonly associated with women get “kept” more often if “Mr.” precedes the name. It’s sad that things like that still happen, but unfortunately it seems that it still does. In other words, yes, people do make assumptions about gender based on the name, and unfortunately, some people still take that into account, whether consciously or unconsciously. I’ll have to go find a link to the studies…</p>
<p>With common American names, yes, I can usually determine gender. However, I more often hire people with MS or PhDs, and a very high percentage of them are from foreign countries. With foreign names, it is not uncommon for me to be uncertain if the person is male or female. Just recently I had a surprise on a phone interview and discovered that it was a woman rather than a man, since I tend to assume that engineering candidates are men based upon the statistics, despite being a woman myself.</p>
<p>So would you rather hire an applicant with 3 years of experience and a B.S. or an applicant with an MS and 1 year of experience. (factoring in that over 3 years this person probably has handled way more projects and has more certifications).</p>
<p>Also factor in that these two folk graduated with the same GPA, have the same communication ability, and are, plainly, on the same level on everything except experience and education.</p>
<p>That would depend on the job. It’s not apples to apples.</p>
<p>I didn’t like any of those 3. </p>
<p>I know it is very important to have certain keywords in our resume when submitting them online so their automated system picks them out. </p>
<p>I always just took every opportunity I had to get it looked at. Mostly by career counselors in the engineering department and during resume critiquing sessions held by companies on campus.</p>
<p>Oh, I also didn’t have an objective section. I was told, and I agree, that it is really just a waste of space. Freshman year I did, cuz I had nothing to fill a page, but I didn’t after. </p>
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<p>It depends on the job. For some positions that I hire for, the additional academic study of an MS has more benefit. For other positions, which in my case means software implementation roles, work experience is more important. In fact, I’ve hired people for software roles who lack even a BS, but have relevant work experience. “Certifications” are meaningless to me, regardless. </p>
<p>I am in management and the presentation of the resumes do not impress me. </p>