How Recruiters Really Read Your CV? You Have 7 Sec to Catch Attention!!!

First, let me say I've been a recruiter for 9 years. I’m sure I have reviewed over 10,000 resumes. So for the record when you hear or read about, “reading a resume in 20 seconds,” that isn't completely true. I would say the average is probably around 5 to 7 seconds.

Here is 2 process for getting through 100′s of resumes in a short period of time. Others may have different ways and I welcome your comments.

1st Process is a hierarchy of certain “must haves” or you’re out, so at first I’m really just box checking. Generally, 80% of the time these are my knock out blows. There are exceptions to each of these, but I’m dealing with the 80/20 rule. These are not cumulative times. This is box checking, if I see any one of these as I scan your resume you will be excluded.

1. Location. If the client is in Saudi Arabia and you aren’t – goodbye. Few if any clients want to relocate anyone in this economy, and I believe most shouldn’t have to. Especially in a huge metropolitan area like Riyadh. If they do have to consider relocation the position has to require some very unique experience that few jobs do. I can do this in about 1 second.
2. Industry. If my client is in banking and your background is primarily manufacturing – goodbye. These two often are so different that the client isn’t open to considering such different industries. This works both ways, if you have a manufacturing background I’m not going to consider someone with banking. 2-3 seconds to determine this.
3. Function. If I’m doing a sales search and your background isn’t sales – goodbye. Generally companies are paying recruiters to find them a perfect fit. We never do find a perfect fit, but we have to be very close. They don’t need a recruiter to find them someone in a completely different function. 2 seconds to figure this one out.
4. Level. If I’m doing a VP level search and your title is “manager” and you have never been a VP – goodbye. There are exceptions to this, but again it is the 80/20 rule. Again, clients pay me to find them the perfect fit. It is generally way too big of a jump from manager level to VP level, all other things being equal. It works the other way too. If I’m looking for a manager and you are a VP – goodbye. I know you are qualified to do a manager level role, but it is clear you have grown past. Most clients and recruiters aren’t willing to take the chance that when a VP level position comes along that you won’t be gone. Less than 5 seconds to figure out.
5. Recent Experience. There is some overlap on this one. If I’m searching for someone with international sales experience in the aerospace industry and the last time you held an international sales position in this industry was 20 years ago and since then you have been in retail – goodbye. I can find people with more relevant experience and that is what my client expects me to do. 5 seconds to do this.

1. Education Like it or not, I will only work with people that have a college education and most of the time a master’s degree. This is mainly because, as I indicated before, I need to find the very best for my clients. I realize an education doesn’t mean by itself that the candidate is the best, but it is one qualifier of many. Also all of my clients require at least a BA.
2. Turnover. If you have had 6 jobs in the last 4 years, or have a track record of high turnover – goodbye. I realize there are good reasons for turnover and that falls into the 20% of the 80/20 rule. I can’t define high turnover, but I know it when I see it. 3 – 5 seconds.
3. Functional resume. I don’t read them. It is obvious when one has a functional resume they are trying to hide something and I’m rarely going to take the time to attempt to figure it out. 1 second.
4. Obvious things such as, spelling errors, poor format, errors in grammar, too long, verbose and rambling. If after reading it I still can’t figure out what you do, goodbye. 5 – 10 seconds

After all this, 80 – 100% have been eliminated. If there are any left, then I will take the time to actually read them in detail

The secret of 2nd process is the differentiated resumes and target the reader's emotions in those first seconds. You need to tell the reader whether you're the shampoo that relieves an itchy scalp and gets rid of embarrassing flakes, or the kind that repairs damaged hair and leaves it silky-smooth. In other words, tell the reader how you will fulfill their (business) needs and solve their (business) problems.

To do that, you have to think like the hiring manager. Scrutinize the job posting, the employer's web site, and any news you can find about the organization to help identify which business needs to address. Then ask yourself what you're especially good at, and what special skills or accomplishments you've achieved that align with those business needs. Some ideas might be:

• Streamlining inefficient processes,
• Saving money or time,
• Improving morale,
• Making customers happy,
• Identifying safety hazards,
• Analyzing cryptic data,
• Increasing sales,
• Decreasing errors,
• Staying under budget, or
• Beating deadlines.

Next, take it one step further by using numbers or percentages wherever possible, or describing any special circumstances surrounding the accomplishments. For example:

Developed and implemented safety program that decreased injury rates 12% and lowered annual Workers' Compensation premiums by 55,000 Riyal

Those are the kinds of things that can jump off the page in the first seconds and make you stand out among others with similar backgrounds.

Put these highlights at the top of the resume, under a heading such as Summary of Qualifications, Professional Summary, Major Accomplishments, Achievements and Qualifications, or whatever makes sense for your situation.

Once you hook them with your 5-7 second summary, then they can read your work history, see your experience, and realize how smart, talented, and eminently qualified you are!